Three Reasons Your New Hire Will Fail

I agree.

nice one.

Mission accomplished!

Keeps the "dead wood" in the department safe for another year.

You invited them to make improvements and innovations, but failed to back them up, against their old school, established peers.

A scorecard is effective when it tells you if the hires are doing what you want them to. As in 'A' for making good quality sales, as in 'F' for making fewer low quality sales. A scorecard does not tell them how to make good quality sales. If you hire inexperienced people, that is the sales managers job. If you hire experienced people, they need to understand what it is going to take to get a raise, and perform at that level. This is true for engineering, customer service, purchasing, installation, administrative. It's your job to fire or promote, based on performance, which includes all employees, if you are a leader. When you operate this way, you will have an excellent organization. Some people will hate you. The capital committed to your enterprise has a good chance of returning income. If income is not important, I'm wasting your time.

If you need a list to tell you what to do each day, and then you are graded on that list, you are not going to go very far. If you are a professional list maker (AKA project manager) you can be very important. So if what you are saying in this post is that most people fail at their job, that seems unfair. To say that most people are not high performers, well I'll buy that. If you are satisfied with someones performance, it's not always the best policy to blame them for low performance. It's very difficult to hire the best person for the job, especially if you need someone to help you achieve success in ways that you may not even know yet. Once someone is hired, it's hard to replace them. Statistics will confirm that the 90% of all people are not in the top 10 % of performers.

If you are saying that you are failing at hiring leaders most of the time, join the club. There just are not that many around. It's a very tough job, but at least most of us don't need as many.

It is not unwise or unrealistic to expect employees to read the writing on the wall. Most of the writing on the wall was written in chalk, yesterday. It was erased this morning. Consulting jargon. It often passes for wisdom. See, anyone can do it.

My favorite directive? "Figure it out, show me our options and your recommendation this afternoon, if you need more time, let me know. Thanks."

Well, i guess there's nothing wrong with transparency though. Showing the reasons why you fire people and showing them why the get promoted. It's actually a job guidelines. We engineers are better figure it out if you provide manuals.

Your kinda ways are for smart one's. Well not all are smart, but definitely there are hard workings and industrious and practical.

Its not all smart people wins.

A guaranteed way of getting high failure rates for new hires:

Hire people who will accept lower than industry standard pay rates, promise them that above average reviews will bring their pay up to par, and then either downgrade their performance reviews or simply don't follow up with promised pay raise expectations, then limit everyones raise to 2% claiming company hardship in this economy!

I currently work for one of these companies. It has grown from 200 employees to over 500 in 3 years. I see the results of this practice everyday. Thank goodness I'm on the cusp of retirement.

Hooker

Rule of the thumb goes, potential people get always a better off jobs. Nonetheless, people who think that way are the definitely the good ones. I think that way too and as a matter of fact, im turning over to a company that pays 2.5 times my current rate. Will I be returning my pay to that company? i say, definitely will be.

Failure to give them a mentor to guide them out of the "pot holes" that invariably appear regardless of how much you plan.

Dear all,Please tell me what to do so that i will not fail as a hired person as well as a boss

If you are someone in a new business environment, the best thing you can do is learn all you can from everyone who shows initiative and commitment to helping to make the business profitable.

Be careful who you take advice from. If the person giving the advice is a slacker with a poor attitude, acknowledge their presence and be polite but don't listen to what they have to say about performance, other than maybe technical how-to's if the person is competant in that part of the job.

Ask lots of questions. Find out as much as you can about the business in all aspects. A greater understanding of the big picture helps us see how what we do fits in and promotes the overall business welfare. The reason we/you have been hired is because we have something of value to offer the company. Part of the value of new people in a business is that they bring a new perspective and past experiences to the table that can benefit the business.

Display commitment to the business that has offered to invest their time and energy in you. That may sound trite, and it may be in some settings where the corporate mentality of using people for as little as they can get for as long as they can without caring about the individual. But, as we come to a company to work, it is our responsibility to do our best and if we don't feel like we are being valued as an employee, it is then our responsibility to move to another "bus" as Jim Collins says i "Good to Great". Often people have a tendancy to just stay where they are and gripe about everything and everyone, which just spreads a cancer in the organization.

If you are a "boss", the best form of leadership doesn't come because of a postition attained or being placed in. It basically comes from exercising good skills with people, professional/technical skills and personal character. Do not only appreciate the skills and abilities of the people you are responsible for, but tell and show them the same. Everything that happens is your responsibility, good or bad. Pass the credit when the good things happen and take the blame when they don't.

In everything, whether an employee or part of management; always Plan, Do, Check, Adjust the processes so you can continually get the results you Plan for, at least in relation to the things you can control.

outstanding advice. Make yourself indispensable, not because you are afraid, but because you are valuable.

The question is how could you become indispensable when you are afraid?

"Often people have a tendancy to just stay where they are and gripe about everything and everyone, which just spreads a cancer in the organization"

You could substitute 'country' through to 'thread' in that.

_{[though I did find substituting country in another thread, wasn't all that popular with some countrymen]}