Most managers have faced this dilemma at least once in their careers: A candidate looks great on paper and gives a knockout interview; but two weeks into the new job, you're less than enthused.
The new employee doesn't show that same initiative or smarts that you thought you saw in the interview. You now have a choice: Cut your losses or run a salvage operation.
If you ultimately decide that the employee definitely isn't right for the job, do both of you a favor and cut the ties soon (after discussing the matter with HR).
But maybe the employee shows promise and you're not ready to give up just yet. If that's the case, here are some tips and points to consider in running this salvage operation:
1. Rethink your expectations. Is the employee really wrong for the job? Maybe your expectations were too high. If the person wowed you in the interview, maybe you expect...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- Diversity initiatives: Make sure your good intentions are lawful
- Cash is king for light-fingered workers
- HR decisions don't have to be based on foolproof evidence—just good faith
- Make sure managers know laws against employee discrimination