It’s been a few weeks since your new hire started. He hasn’t voiced any complaints, but you can tell that he isn’t as bubbly and outgoing as he was in his interviews. It’s possible that he faked his happy disposition in order to get the job offer, but it’s also possible that he’s unhappy — and his unhappiness could very well be your fault. Here are some of the most common reasons why your new hires aren’t excited to come to work.
The Job Isn’t What They Expected
Recruiters can be just as guilty as employees at fudging the details. Less optimal positions or work cultures that have been played up to fill the spot will produce unhappy employees and high turnover. Ameliorate the situation by describing what you as a manager hope to change at the job and by highlighting how the new hire can make a long-term difference. If you seriously misrepresented the position to your now-employee, then don’t be surprised if she submits her two weeks’ notice within the first two weeks.
They Weren’t On-boarded Properly
On-boarding is an important step in the hiring process. New hires who have not been properly on-boarded might not know some very basic things — for example, who is in what department and who to go to with questions — and therefore might be more prone to making mistakes and feeling insecure. To make your employees comfortable and to get the most out of them from the get-go, follow on-boarding best practices.
A Lack of Positive Feedback
Like every other employee, new hires require positive feedback. Employees need to know how they are doing and that they are valued. Starting a new job can be difficult, particularly when there is much to learn, so be sure to give prompt, positive feedback. This should help encourage learning and boost motivation.
Starting or changing jobs isn’t always easy. This is particularly true for those with family or other commitments they need to juggle alongside their work responsibilities. Or perhaps this is their first job after a long period of unemployment. If your new hires seems stressed, it may be worthwhile to ask how they are adjusting to the new job and to let them know you’re there if they need something. The best thing a manager can do is promote an environment where workers feel comfortable coming to management with their problems and suggestions.
They Aren’t the Right Fit
Sometimes new employees just aren’t the right fit for the job. They may have taken the position for the wrong reasons or they may have lied about their skills and qualifications. Or, perhaps they are qualified and took the job for the right reasons, but they just aren’t a good fit culturally. Whatever the reason for it being a bad fit, if you’re the manager then you have a big decision to make. Do you follow the “Hire slow, fire fast” principle? Or do you make a plan with the employee in an effort to improve the fit?