I recently spoke to a group and asked how many had fired an employee — about 3/4ths of the people raised their hands. I then asked how many of those people believed that same employee would be an excellent addition to their staff when they hired them — I think all the same people raised their hands.
Why would they all have fired “excellent” employees?
Oh, I know they didn’t think they were excellent when they fired them. Something happens from the point of attracting to [tag]hiring[/tag] to [tag]performing[/tag] for this to occur. What happens between the point of the hiring manager deciding “this person will be excellent” and a great addition to my work place, and “[tag]You’re Fired![/tag]“?
Having worked with many, many managers and plenty situations [tag]coaching[/tag] managers and employees, I think part of the problem lies not in the fact that the candidate-employee has somehow completely changed, nor in the fact that the manager now has new expectations.
Rather, it is in part due to the reality that a [tag]candidate[/tag] will do their best to get hired and not give a complete view of their abilities, and a manager will see what they want to see and not be completely clear on expectations. Neither of these things is bad — it just is.
The problem is it creates an unfair relationship going forward, for both the manager/company and the employee. Much has been said and written about “[tag]job fit[/tag]” lately. This becomes one key to getting the right person in the right role. Being very clear about the [tag]job expectations[/tag], requirements, responsibilities, and demands helps an employee to know what will be expected of them. Ensuring a complete understanding of an individual’s characteristics, [tag]abilities[/tag], [tag]behaviors[/tag], and [tag]interests[/tag] helps a manager/company know what type of performance they will get from the person.
But most importantly, matching these two together ensures that the person will be successful and the position will be [tag]profitable[/tag]. Why fire someone who was excellent? Why not be certain of their fit first, and then coach them appropriately if something isn’t going right?
Do you fit your job?
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