When an otherwise good leader has to get rid of a poorly performing employee, what often follows is a bad hire overreaction. The leader feels disappointed about hiring and then firing someone, which may make life harder for the next person to hold the position.
In a perfect world, every hire would be great. In reality, skills may not match up well with a job, there could be a disconnect with company culture, or something else has produced a poor match.
It’s easy to react with emotion in this situation and it’s okay if it includes a period of mourning. But you need to be careful that what happened in the past doesn’t continue in the future. Consider these tips to avoid a bad hire overreaction:
New Rules, Wrong Person
You need to make sure you’re not managing the new employee like you wish you had managed the one who was a dud. For instance, maybe the bad employee liked to work a flexible schedule and you often had no idea on progress or if they were even working.
You then set up a lot of schedule restrictions for the new employee and demand constant updates on projects. Ask yourself if you’re punishing the new employee for the fact that you weren’t a good supervisor with their predecessor?
The changes may be warranted but they may also be a product of your disappointment. Don’t punish one person for the sins of another.
Examine Your Hiring Process
Where you may want to make changes, to avoid a bad hire overreaction, is in your hiring process. For example, was too much weight placed on outside recommendations? A colleague may say someone is a great person but not know anything about the job where they’ll have to perform.
Also, did the desire to fill the position lead to a speedy hiring process? A vacant position puts a strain on an organization but the pain of a bad hire may justify a slower approach.
Make sure company culture is explained to the applicant, responsibilities are clearly defined, and perhaps even share some of the challenges that will affect or limit the position.
You Ignored the Signs
Big problems don’t become big problems overnight. Usually, there are signs. Are you noticing these clues and delaying corrective action, either because you don’t have time or don’t want to do it because it’s uncomfortable?
Things like 90 day reviews can help clear up issues but you have to take them seriously. It shouldn’t be a rushed or delayed rubber stamp process.
Final Thought
Replacing a fired employee will require some changes but make sure you’re changing the right things, for the right reasons.
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