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When your new hire came in for their first interview, you could barely contain your excitement. The second and third interviews were also promising, though in retrospect, your enthusiasm may have blinded you to a few subtle red flags. When they accepted your offer, you welcomed him or her warmly and gave them every resource needed to excel. And now…the bloom has faded. Your initial trust and confidence have given way to frustration, and your new employee just isn’t living up to your (possibly overinflated) expectations. What’s next?

First, Know the Difference between “Failing” and Struggling

A failing employee is not to be confused with a high potential worker who’s having a little trouble figuring out the ropes. Here are two key differences:

1. Struggling employees approach unfamiliar situations and meetings with open ears, closed mouths, and a degree of caution and hesitation. They’re aware of what they don’t know, and they’re willing to learn. Failing employees stride into the room and speak loudly on subjects they know nothing about. They’ll give aggressive speeches without hesitating or pausing for breath. They’ll be wrong, but they’ll have no plans to let this stop them.

2. Struggling employees make mistakes, but they learn from them. Their mistakes cause them visible distress, and they actively reach out for help, correction, feedback, and–when necessary—forgiveness. Failing employees don’t admit their mistakes, accept no blame, and make no effort to correct their ways. They are what they are—take it or leave it.

Failing Means Growth is Unlikely

You can coach and work with a struggling employee, or possibly transfer him to another department…and you should. Hiring is expensive and it’s wise to stand behind a valuable investment until he finds his feet. But failing employees have to go. Keep these considerations in mind as you walk your hiring mistake back out the door.

1. Don’t be tempted to transfer them to another part of the company. If they fit the description of failure above, they won’t fit in anywhere. Just keep it simple and say goodbye.

2. Until the way forward is clear, don’t discuss your plans with anyone except your human resource manager.

3. Warn the employee formally, and document the warning. Make the reasons behind the warning clear.

4. Start looking for a replacement before you’ve made your official move. In the meantime, quietly shift the failing employee’s workload onto other team members. Protect yourself from potential backlash later by reducing access to proprietary files and protected accounts.

5. When you issue your release, keep your words to a minimum and stay diplomatic. Don’t explain your reasoning more than you need to, and if applicable, promise the employee a glowing recommendation as they return to the job market.

For more information on how to reverse a hiring mistake with minimal expense and headaches, reach out to the staffing professionals at Expert.

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