You can only hope that a new hire will 'fit' into your practice. However, more often than you might think, this simply doesn’t happen.
In a recent article for iMedia Connection, US-based business writer Tricia Despres wrote that while candidates can “make promises and good impressions in a job interview”, until they are actually on the job “no one can be sure how things will work out”. However, for the sake of your practice, there are six signs that a hire isn’t working out that are simply too detrimental to ignore, she said.
Too little teamwork: The cohesiveness between a team of employees has never been more crucial than it is today. It's vital that you not only pick out the right employee, but also somehow ensure that the person will be able to mix with random people of all ages and backgrounds.
Too little work of any kind: Team work is vital, but so is productivity. And a lack of it is a good reason to show an employee the door - especially if your practice needs to keep a close eye on its bottom line.
Too little enthusiasm: A lack of enthusiasm is often evident in the way in which an employee tackles new projects. If you start getting more and more shrugs and negative responses, that's a sure sign that things are not working as you had hoped.
Too little communication: Whether it's an employee who can't effectively communicate face to face in a business meeting, or a recent hire who can't respond to an important text in a timely matter, a lack of communication is definitely a bright red flag waving vigorously in the wind.
Too much complaining: Experts say that complaints are often just used as a barrier to get out of the work at hand. Letting complaining go on for too long means it will get out of hand quickly. But look closely at patterns rather than isolated incidents. And put a stop to random stories and ongoing complaints – asap.
Too much drain on morale: Once employees lose their motivation for the job at hand, there is a good chance they will start sucking the motivation out of everyone else. Employees often feed off one another's emotions. Eliminating negative influences within your team can help to create a united voice and help your practice to perform.
Pulling the trigger
Even if you have reasons to dismiss, don't act too quickly. Obviously, there are multiple legal reasons for this. But it is also important to consider whether the problem is actually the employee's fault. Make sure to ascertain whether the rest of the team has done what it could to make the relationship work.