Why Can't I Find the Right Person to Hire?
It fascinates me how a manager goes through such an incredible process to hire the right person and then throws that person out into the work place with little or no training to see if that person will sink or swim. If the person sinks, bad hiring decision and the process starts again. If the person swims, whew! Ken Blanchard calls this the "Prayer Technique of Hiring", praying that poor sucker will make it so another new employee does not have to be found.
The irony is the person, with few exceptions, was probably the right person, but something happened between hiring and when the person quit or got fired. Basically, the new person is set up for failure or success. It is all in how the manager chooses to develop the person.
Another irony is that the customer interacts with this poorly prepared person and makes decisions about continuing to do business with this company based on this employee. When the customer complains about the problems with the employee, the manager then rakes the employee over the coals for creating the problem with the customer. Sooner or later, the employee figures out how to learn from their mistakes, hide them better or take a "permanent lunch break" (the employee goes to lunch and never returns). The last option is more common than many realize.
To insure job success, a new hire must understand what is expected of them and their role in the show. When a person has a clear picture of how to do their job, their confidence is raised and they believe that success is possible. Without training and support, the new employee becomes afraid, confused and lacks the desire to want to stay around.
Think about it, a lot of a person’s self esteem comes from their job. It becomes a self fulfilling prophecy, why do I want to stay somewhere that makes me feel stupid and bad? The key is for the manager to help the employee get to the point where the employee feels good about how the job is done.
A similar problem arises when the new employee is stuck with the "top performer" to learn the "ropes". An easy out for the manager, but very few of these "TPs" really know how to show someone how to do a good job, and are stuck with the new employee until either the new employee figures it out or leaves. Another crap shoot.
The bottom line is the manager either sets up an employee for success
or failure depending on how the manager develops the new employee to do their job. The
manager always gets back what they what they invest in the new employee.
Copyright, 1997, J. Daniel Emmanuel
Business Workshops Presented by Daniel Emmanuel
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