Management July 10, 2019 Last updated July 10th, 2019 132 Reads share

5 Things To Do With A Bad Hire

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Whenever we hire someone, we have that nagging doubt that there may be something wrong with the hire. What if he doesn’t perform well? What if he leaves after 2 months. Or what if he sells company secrets?

We think about a lot of these “what if?” scenarios because they reflect back on us, the person who did the hiring. A bad hire says: Bob doesn’t know how to hire well. Does he know how to get things done?

Our choices in hiring are a reflection of us. But, even if you make a bad hire, you can recover from it. All you need to do is consider these 5 things to do with a bad hire.

5 Things To Do With A Bad Hire

There are plenty of actions you can take with a bad hire. If the team member doesn’t work out, that’s life. Things happen.

However, you have to be ready to deal with a bad hire. If you don’t, things are only going to get worse.

It’s up to you to make confront the unfortunate hire. It’s not all doom and gloom though. There are some positive things you can do. Then there are some forceful things you can do.

1. Fire The Bad Hire:

The first thought that will go through your head is that we need to fire the bad hire. This makes sense in the moment.

You’re freaking out. You’re trying to figure out how to make the best out of a bad situation. And you’re trying to save your own bacon.

Consider all of your options. If firing the bad hire is the way to go, then let it go (as Elsa would sing). If firing the bad hire isn’t the right move, continue reading. You’ll discover 4 other options in dealing with a bad hire.

2. Train The Bad Hire:

Sometimes, we see someone as a bad hire because they lack the training they need to do a great job. This falls on you and the new hire. But mostly on you.

You can talk to the bad hire and see what’s going on. If you discover the bad hire is struggling due to a lack of training, train the man!

Training a bad hire and helping him realize what needs to be done can be the difference between a bad hire and a good hire. Training will go a long way in transforming a bad team member.

They’ll begin to discover new skills. Maybe even new passions that will ignite them to become the team member you always thought they could be.

Give training a try.

3. Transition The Bad Hire:

Sometimes your problem hire isn’t a problem for someone else. You and the bad hire may clash in your ideas and opinions. With another leader, the bad hire may shine.

See if there’s an option to transition the bad hire out of your department into one that may fit him better.

Not only will this get a toxic employee out of your department, but you may also find he’s a perfect fit for another department. There, he can shine and help the organization thrive.

Now, don’t transition out a bad employee to get them out of your hair. Only transition them if their transition will benefit another department in your organization. If you transfer the bad hire to get them out of your hair and into someone else’s, you’ll make yourself look bad.

4. Coach The Bad Hire

Training and coaching may seem like they are the same but they are different. Training is the showing and teaching your bad hire how to do a task. Coaching differs from this.

Coaching offers you the opportunity to grow someone. You can ask questions and help them discover the answers within themselves.

By coaching them to the right answers, you help them understand they are the ones who can make good decisions. They get to see how their decisions impact themselves and the organization.

Use coaching to help get to the bottom of the issue and find answers the bad hire can use to become a good hire.

5. Encourage The Bad Hire:

A bad hire may be a bad hire because he lacks confidence in himself to do a great job. He feels like he’s overwhelmed and falling behind.

You can step in and help this hire feel confidence in his decisions. All it takes is a few encouraging words from you to him.

See if speaking life into your bad hire will help him. Choose to speak positively towards him and tell him when he’s doing a great job. Or that he has potential.

You may save yourself from having to seek out yet another employee in this difficult job market.

What Are You Going To Do With Your Bad Hire?

Firing a bad hire can be the right decision. You have to weigh out the pros and cons of firing the team member.

Figure out if the team member is trainable. If he is, he’s not ready to be fired.

Is he able to be transitioned out? Then don’t fire him.

Can you coach the bad hire? Then sit him down and coach him.

Does the bad hire need a bit of encouragement? Then use words of encouragement to get him back in the game.

Sometimes your bad hire will have to be let go. Other times you can save yourself and the organization a headache by transforming your bad hire into an amazing employee.

The choice is up to you. You can fire or you can transform.

Question: Have you taken the time to see if a bad hire can be transformed? What was the outcome? I’d like to hear about it in the comments below.

Joseph Lalonde

Joseph Lalonde

Joseph Lalonde is an award-winning leadership blogger who helps young leaders thrive in a hectic world. He loves to use movies as a starting point for many of his articles on leadership. He has been featured on sites such as Thrive Global, Success.com, Michael Hyatt, Skip Prichard, and others.

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