Are you the reason why your employee isn’t the strong performer that you thought that you hired?
Ask yourself these questions:
1. Did you take the time to orient your employee to the workplace when you hired him or her?
Working on improving employee engagement?
EPIC is an Employee Engagement software that gives you the tools and insights to create a workplace culture that encourages engagement, loyalty, and trust.
2. Does your employee know your business goals and how his or her role fits into helping you achieve those goals?
3. Does your employee know what resources are available within the company to help them successfully complete the tasks that they are responsible for? Do they know where to go to get additional support or resources when needed?
4. Was your employee given a job description and did you or your designee review the job description with him or her? Did your employee have an opportunity to ask questions?
5. Is your employee’s workload reasonable, or are they really performing the equivalent of two jobs based on the workload and lack of resources?
6. Have you communicated your department or company goals and your vision for the company with your employee?
7. Do you make your work expectations clear or have you left it up to your employee to second guess what direction you’d like for them to take with a task or project?
8. Do you send mixed messages to your employee; expecting them to take initiative on a project one day and then micromanaging their work the next?
If your answer is yes to even one of these questions, you may be helping to create a problem employee.
- Orienting new employees to your organization
- Creating updated job descriptions for each role in the organization that summarize the core skills and responsibilities for the role
- Clearly communicating your expectations
- Providing resources to help employees be successful
- Being available to answer questions or concerns
- Support additional training and professional development as appropriate for the role
Employee issues are not always so transparent. But, if you are wondering why an employee who had so much promise when you first hired them seems to be floundering, be sure that you are not contributing to their inability to be successful in the role.
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