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How to Engage Employees When You Hire Them: Clarity, Clarity, Clarity.

Photo Credit:  http://www.deviantart.com/

Photo Credit: http://www.deviantart.com/

Most people who apply for a job put their best foot forward.  Chances are when you are interviewing you are doing the same thing. 

But, are you really that person?   

Be real about what kind of manager you are before you make your next hiring decision and it will go a long way to engage the right employee for the job.

Hiring nightmares are not fun to deal with. Every manager has experienced one before. You interview a candidate whose resume is absolutely perfect. They check all the right boxes. They sound great. They remind you of you. Everything is flawless. You make a hiring decision on the spot, feeling confident about it.

After the honeymoon period, reality begins to set in.

 

Maybe they are too much like you? Maybe other situations are getting in the way? Are they chronically late? Are they letting key details fall through the cracks?

Sometimes bad situations drag on way too long – months even years can go by while you figure out how to deal with the situation. They may end up leaving or you may finally bite the bullet and fire them.

And what do you do then? The most natural reaction is to assume this person was crazy and start the whole process over again.

I’ve seen situations where this scenario has happened again and again…and again…and again…

Eventually you may have to admit it:  It isn’t them, it’s you.

It doesn’t have to be this way!

It is not too late for you to break out of the bad-hire cycle. With a little clarity and initial honesty your new hires can be superstars from the start and stay engaged in their jobs. Here are some ways to change your interviewing approach to make successful hires.

  1. Be honest. Don’t frighten the candidate unnecessarily but if you’re a demanding boss tell them so. If you tell someone you’re easy going they’ll believe you. When they discover that you’re not it will be difficult to repair the damage.
  2. Don’t dominate the conversation. Let the candidate do a lot of the talking. The more they talk the more you’ll see who they really are – for better or worse.
  3. Consider management coaching. Reevaluating where you are as a manager is not a sign of weakness. In fact, it’s a sign of strength. Consider working with a management coach to determine what ways you can improve your skills and be more engaging with your employees.

I’m here to help you! My specialty is employee engagement and management coaching. I can teach you how to kick the “buts” and be a management superhero! Contact me today to learn what I can do for you.

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