Hiring the right people is a challenging process. It’s not just about finding someone with the right skills, but someone who would fit in with your company’s culture and will add value to the team. This process requires a huge investment in both time and resources. However, the real difficulty comes when you realize that some employees that seemed like the perfect fit at the time of hiring are not walking the talk. As an employer, it is your responsibility to lead your team effectively, and sometimes that means making the tough decision of letting someone go. It's challenging to balance the needs of the company with those of the employees. Here are some tips on how to make the difficult decision of hiring and firing based on company culture a little easier.
Why is Company Culture Important?
Company culture is the environment that you create for your employees. It’s the embodiment of your company's values, beliefs, and behaviors. A great culture will attract dedicated and talented employees who share the same values. And keeping that culture intact is important because it promotes teamwork, collaboration, and a good work-life balance. If new employees don't share the same values, they're unlikely to fit in and make an impact. This aspect is why many companies are now focusing on hiring based on company culture.
The Hiring Process
During the recruitment process, it's essential to be transparent about your company culture. Clearly stating your values and behaviors could help attract candidates that are a great fit. You could assess if they share your values through an interview or an online personality test. You could also use this opportunity to assess their behavior and ask questions about how they would approach certain work scenarios and tasks. After assessing these criteria, you should use the results to determine who would be the best fit for your team and the company culture.
The First 90 Days' Induction
The first three months of employment is crucial to introducing new employees to your company culture. They must adapt to your company's values and behaviors. One way to do this is by setting the tone. Be transparent and create a clear expectation of their role in the team and the company mission. Having an effective onboarding process that educates and trains them on company policies and procedures, could also help integrate them into the company culture. It's essential to check on new employees often and offer guidance, especially during the first 90 days. By doing this, you ensure that the new hire has timely feedback on how they can improve and develop their skills, and also how they can contribute to the company culture.
The Decision to Fire
Sometimes, even after having a good hiring process and effective onboarding, you realize that the employee is not a suitable fit for the company's culture. You notice that their values, beliefs, and behaviors don't align with those of the company, no matter how hard the training or guidance. The employee would most likely already be aware of this and may be feeling disengaged or demotivated. When such a situation arises, it’s essential to act as soon as possible. Start by having a private conversation with the employee and be honest about the reason for the termination. Offer guidance for their next steps, such as recommending them to mentors or coaches who may be better suited to guide them. Remember that an employee's termination can impact other team members' motivation levels, so communicate your decision with empathy and respect for the employee's experience.
The bottom line is that a company’s culture is essential, and hiring the right candidates is crucial to maintain a good work environment. But as much as it could be challenging to terminate unfit employees, sometimes, it’s necessary for the greater good. When making these difficult decisions, leaders should consider the impact on other team members, be transparent, and offer guidance for the future. By balancing the company's needs with the employees and providing the right support, leaders could make better-informed decisions, and ensure the team works towards the same company vision.
Hiring and Firing Based on Company Culture, both a difficult decisions.
Marty Jalove of Master Happiness is a Corporate Coach, Business Consultant, and Marketing Strategist that helps small businesses, teams, and individuals find focus, feel fulfilled, and have fun. Master Happiness stresses the importance of realistic goal setting, empowerment, and accountability in order to encourage employee engagement and retention.
The winning concentration is simple: Happy Employees attract Happy Customers and Happy Customers come back with Friends.