Hiring and training new employees isn’t a black-and-white process — in fact, there’s quite a bit of gray area. That’s because there’s a lot of emotion and opinion involved, and everyone approaches it differently.
For example: What do you consider satisfactory job performance? How much time do you think is required to properly train an employee? How long should it take before a new hire “gets it”?
And what would you consider to be poor performance and/or unsatisfactory customer service? There are no one-size-fits-all answers to those questions.
Blurring the lines even further is the matter of potential. Finding employees is hard, so once you’ve invested time, energy and money into training that person, you want to keep him or her as long as possible. And if your new hire is struggling — not keeping up with training, forgetting things on the truck, making rookie mistakes, etc. — you may be tempted to cut the person loose.
If your new hire just isn’t getting the hang of the technical stuff, but is otherwise hardworking and does everything possible to make your customers happy, I strongly encourage you to do whatever you can to keep them on board. Letting someone go should be the last resort.
Here, we’ll take a look at some of the common, frustrating scenarios we often encounter when managing new hires, and what to do about them.
Read the original article here: How to Manage a Challenging Hire – Continued