Hiring a new employee — especially a critical member of your organization’s C-suite — is a vital step in any organization’s growth and advancement, adding needed skills, a fresh perspective, and leadership capabilities to help guide your team into the future. However, despite conducting a careful and thorough recruitment process, not every new hire works out as expected. This can be a challenging situation for both the employee and the employer, derailing the careers of otherwise strong players and creating chaos within the organization.
The Potential and the Pitfalls of Making a Pivotal New Hire
Amidst the ongoing global talent wars, a recent McKinsey study revealed that one-third to half of newly hired CEOs were considered to be failing within 18 months of taking the role.
The reasons for these recruitment misfires are varied and complex — including unrealistic expectations at the new hire’s outset and ineffectual onboarding when they join the organization — but the underlying issue may start with recruitment processes that don’t take the following aspects of making an astute new hire into account:
Mismatched expectations between the employer and employee: When a new hire and an organization aren’t in alignment, the impact is felt immediately. This can happen when the job description and the actual responsibilities differ significantly, or when the candidate misrepresents themselves in the interviewing timeframe. To address this issue, it’s essential to have a clear and detailed job description as well as an extensive outline of expectations communicated during the hiring process.
Next steps to take:
- Have a candid conversation with the employee to understand their concerns and frustrations.
- Review the job description and, if necessary, update it to align with the actual tasks.
- Provide clear guidance on performance expectations and key deliverables.
Inadequate training and onboarding: Assuming a senior-level employee doesn’t require much time or training to hit the ground running can leave new hires feeling overwhelmed and unprepared for their roles and disconnected from their teams and organization.
Next steps to take:
- Evaluate your company’s current onboarding and training processes to identify areas for improvement.
- Assign a companion to help the new employee acclimate to the workplace.
- Provide ongoing training and development opportunities to bridge skill gaps.
Discovering a poor cultural fit: The proper cultural fit between and employee and their organization is a critical aspect of employee success. When a new hire doesn’t align with the company’s values, beliefs, and work culture, it can lead to discomfort, low morale, and conflicts. Identifying a cultural mismatch early is essential to prevent long-term issues.
Next steps to take:
- Assess your company’s culture and values to determine if they are clearly defined and communicated.
- Have open and honest conversations with the new employee about how they’re feeling about their place in the organization.
- If the cultural mismatch is insurmountable, consider reevaluating the employee’s role or fit within the organization.
Overcoming communication challenges: Effective communication is vital in any workplace. When a new employee struggles to communicate with colleagues or clients, it can hinder their performance and integration into the team. Language barriers, miscommunication, or a lack of assertiveness can all contribute to this issue.
Next steps to take:
- Provide communication training or coaching to help the employee improve their interpersonal skills.
- Encourage open and frequent communication within the team to address any misunderstandings.
- Establish a feedback-rich environment where employees can express their concerns without fear of retribution.
Performance-related problems: Despite a new hire’s exceptional resume and glowing recommendations, performance failings can unfortunately sometimes be an issue when they’re placed in an unfamiliar role and company.
Next steps to take:
- Set clear performance expectations and provide regular feedback on the employee’s work.
- Offer additional training, resources, or support to help the employee improve their performance.
- If performance issues persist, consider creating a performance improvement plan or, in extreme cases, explore termination as a last resort.
Personal or external challenges: Sometimes, a new employee’s difficulties may be related to personal or external factors, such as health problems, family issues, or external stressors. It’s crucial to approach such situations with empathy and understanding and assess the situation accordingly for what’s best for the employee and your company.
Next steps to take:
- Initiate a private and compassionate conversation with the employee to understand their challenges.
- Offer support and accommodations, such as flexible work hours or access to employee assistance programs.
- Maintain open lines of communication and monitor the situation, making adjustments as needed.
When a new employee isn’t working out, it’s essential to approach the situation with empathy, patience, and a commitment to finding solutions. Identifying the root causes of the problem and taking proactive steps to address them can often lead to a successful turnaround. Ultimately, the goal should be to help the employee succeed in their role while ensuring the organization’s productivity and performance aren’t compromised.
Successful Long-Term Teams Start with Smart Hires
The best way to ensure you’re connecting with top-quality candidates who are going to bring their best to your company? Enlisting the help of a recruitment partner that understands your business from the inside out and can boast the network to prove it.
The 20/20 Foresight Executive Search team doesn’t stop at vetting prospective candidates who fit your criteria like other recruitment firms do — we continue the relationship through the new hire’s onboarding process to guarantee a good fit for both your organization and the employee. Because relationship-building is what we center our business upon.