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So do you know the employees of the enterprise?
There must be inappropriate employees in the enterprise.
What is an inappropriate employee? Improper employees refer to employees whose quality and performance need to be improved. The current job performance of such employees can't meet the job requirements, and they don't have the potential for development and promotion, and they can't keep up with the development of the company. In this regard, we suggest focusing on it, analyzing the reasons and making corresponding treatment within 3 months.
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Our research found that inappropriate employees in enterprises generally come from these two aspects.
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1. Recruitment is not allowed, and inappropriate people are selected.
Without recruitment, the accuracy can reach 100%. Jack Welch also said in Win that when he was young, the accuracy of selecting talents was only 50%. After 30 years of tempering, the accuracy of selecting talents has increased to about 80%. Many companies have also spent a lot of money to build a huge team of interviewers, but there are still many mistakes. The main reasons are as follows:
(1) Applicants' innate self-concealment: Many job seekers will conceal real information and even lie to get jobs. When the interviewer lacks "real" consciousness or the interview method is not chosen properly, he is likely to be deceived by false information and make wrong employment decisions.
(2) The interviewer's immediate impression bias: Research shows that many interviewers will predict the overall interview result according to the immediate impression of the handshake or brief introduction before 10 second. On the contrary, this instant impression will make the interviewer try to prove his impression of the candidates throughout the interview process, rather than really evaluating them. Psychologists call this phenomenon "confirmation bias".
(3) Experience-led unstructured interview: In unstructured interview, the interviewer does not have a clear and unified inspection dimension for the candidates, and the interview questions depend entirely on the interviewer's experience and subjective judgment, and the interview process is like casual chat. Once you meet people with high interview level, their ability to answer these questions is often higher than their real relevant work ability, which easily leads to the inconsistency between the dimensions of investigation and the dimensions of job requirements, leading to inaccurate recruitment.
2.？ The development speed of employees can't keep up with enterprises.
With the development of enterprises, the strategy keeps moving forward, and the requirements of enterprises for employees will keep pace with the times. 100% of employees can't keep up, which is mainly divided into two aspects: enterprise reasons and employees' own reasons:
(1) Enterprises don't have suitable ways to train talents: If enterprises don't have suitable ways to train talents, it will easily lead employees to find a sense of belonging in the organization and wonder what the culture and values of enterprises have to do with themselves. Their ability can't keep up with the requirements of organizational development, their growth motivation will decline, and they will become unsuitable employees, and their performance and quality need to be improved.
(2) Lack of awareness of employees' self-development: Many employees in every enterprise are familiar with their work, and they can follow the rules and repeat their work. Without the desire for development, they will inevitably become more and more out of touch with the development of enterprises year after year.
How to identify unsuitable employees?
Using Jiugongge for talent inventory can effectively identify unsuitable employees.
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To measure whether a person is a high-quality talent with sustained high value creation, performance and quality ability are indispensable. Once one of them does not meet the standards, it should be identified and accessed through corresponding management measures.
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Jiugongge distinguishes talents by quality, ability and performance. It is not difficult to see that 1 (superstar), 2+ (core backbone) and 2 (backbone) employees are high-quality talents, which play a leading role in the development of enterprises, 3 (poor performance but fair quality), 4 (poor quality but fair performance) and 5 (quality and performance need to be improved).
Derui Consulting, combined with practical experience, summed up two classic questions about whether to stay or not, which can help entrepreneurs and managers make correct employment decisions and identify five types of personnel:
Question 1: If you were given another choice, would you still hire him?
Question 2: If this person told you that he was going to resign now, would you want to keep him?
If the answer to these two questions is "no", then make up your mind to give him up at once.
How to deal with unsuitable employees?
1. For employees who are still willing to give development opportunities: pay attention to observation, counseling, improvement and promotion.
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The direct supervisor should communicate with other relevant leaders and confirm with the employees who need improvement, and finally determine the projects that need improvement.
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According to the content of the project that needs to be improved, the measurement standard is generally determined according to the output nature of the work, including time, cost, quantity and quality, and must conform to the SMART principle, that is, specific, measurable, attainable, company-related and with a clear deadline. For those who are still not qualified for the existing posts after improvement and promotion, they should consider demotion, post adjustment or timely elimination.
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2. For employees who don't want to stay: make decisive decisions and eliminate them in time.
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People are more emotional than rational, especially in China, a social environment that pays attention to human feelings. Many managers have a tendency to lose face and feel that firing people is something they can't face. They not only won all the investments made by Shui Piao before, but also may have to pay a certain amount of resignation compensation, which is not worth the candle.
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In order to avoid losses, they will choose to continue to serve. The actual situation is like sawing a wound repeatedly. The longer the time, the greater the loss.
Matters needing attention in personnel optimization
In the process of personnel optimization, don't be stingy with salary, pay attention to its influence on the team and set a positive example for employees. Before asking employees to leave their jobs, it is necessary to have a formal interview, on the one hand, to convey the company's final decision, on the other hand, to reduce the negative impact of resignation on employees and reduce their frustration.
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You can also provide them with the next employment opportunity, or provide corresponding convenience, such as temporarily retaining social security or provident fund accounts during job hunting. The most important thing is to avoid legal risks and minimize losses.
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