It’s Time to Fire That New Hire

Ever interview someone and get excited for them to start? Then, sooner than later you realize that they were just not what you expected or up to par with your company’s culture. That new hire takes just a little too long to adapt, asks questions every five seconds or has developed bad habits. It happens to the best of us. That feeling of disappointment is a bit upsetting, but even harder is figuring out when and how to let them go. Learn how to cut the cord and fire your new hire.

The Signs

Simply put, if they cannot meet your expectations or come close, they are wasting your money. It is stressful if the new hires are not catching on because it puts their work on others. American Express suggests to, “Offer this employee a short-term improvement plan. However, if this person fails to improve within this specific time period, you should work on a transition plan to give him or her time to find another job while you find a replacement.”

Additionally, look for lack of drive or enthusiasm. Those that are new usually start with a great amount of drive, but as they start making mistakes or getting used to the business they lose that enthusiasm. Those who are in for the long run are consistently motivated to succeed and grow.

Lastly, I would suggest evaluating how well they fit in with the company, and how willing they are to participate. Usually, the ones that do not want to participate or interact with anyone is because they lack drive.

Timing weighs on timing. They state, “According to the 2012 Allied Workforce Mobility Survey of 500 human resource professionals nationwide, that time is eight months. However, the same survey found that nearly 30 percent of companies reported that it takes a year or more for new hires to reach full productivity.” Keep in mind, each industry is different. For example, retail companies usually let go of their struggling employees within the first 30 days for others it is a 90 day trial period.

They also make note that not everyone learns at the same pace; therefore, you cannot compare any two employees. Early on, hold the new hire to their own pace and provide them with the necessary tools to succeed. Quickbooks notes,” It is natural for new employees to require an adjustment period and some training. But it’s tough, if not impossible, to teach an employee to act intelligently, adopt a positive attitude, or possess a strong work ethic. If an employee fundamentally is not a good fit, don’t waste time and money investing in him or her further.”

Make Note of Everything

Just to be on the safe side, I would always document the mistakes that were made that led you to firing them. Whether they have a bad attitude, do not work well with others, broke your guidelines, showed up late, called off consistently, it is in good habit to record these incidents. In case they try to sue for wrongful termination, you have documentation to support why they were let go.

Training someone new takes more time, and that is a main reason as to why some companies keep the new hire, but do not be fooled; you will be wasting time and money. Carefully evaluate if your hire is the right fit for your business culture, if not, turn to Donald Trump for inspiration.

Written by

Marlene Cosain

Marlene Cosain

Marlene started with Abby Connect 7 years ago as a receptionist and was won over by the culture and care the company has for its employees. The minute she took her first phone call, she fell in love with helping people. Since then, Marlene has been a pivotal piece of growing Abby Connect – having been a long-time leader in hiring, training, developing, and managing the receptionist floor. Outside of work, Marlene and her husband also run an online retail business. Marlene’s personal mission as a certified Life Coach and as an Abby Way Co-Director is to inspire, empower and educate others in the Abby Way.

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