Hiring top performers is the goal of every leader. And once we hire a person who we think is going to be a top performer, there is a natural excitement because these individuals are seen as the driving force behind success- possessing the skills, experience, and motivation to excel in their roles.
However, what happens when you 'think' you've hired a top performer, only to discover later that the reality may be different? We all make mistakes, particularly when it comes to hiring. When it comes to me, I have made my share of mistakes where I have thought of a person to be a high performer only to realize later on that I was wrong.
Let’s explore how to check your intuition whether a person is really a high performer or not and delve into the potential challenges that arise when expectations don't align with actual performance.
Align Expectations by Judging Competency:
When you believe you've found a top performer, you naturally have high expectations for their performance. However, if those expectations are based on inaccurate or incomplete information, it can lead to disappointment and frustration. Unrealistic expectations may put undue pressure on the employee and can create a negative work environment. It's crucial to evaluate candidates objectively and establish realistic expectations to ensure a smoother transition into their role.
So for judging whether the person has a competency problem or not give tight projects. Lay down KPIs and timelines and evaluate them to judge competency and skills.
Sometimes, candidates may appear to be top performers during the hiring process due to a lack of comprehensive evaluation or misleading information on their resume. This can result in skill gaps becoming evident once the individual starts working in their role. Identifying these gaps is crucial to ensure the employee receives the necessary training and support to bridge the gaps .
Check for cultural fitment:
Another reason for disappointment could be them being a cultural misfit. Hiring a top performer goes beyond their technical skills and qualifications. Cultural fit plays a vital role in an employee's long-term success within an organization. If the individual doesn't align with the company's values, work culture, or team dynamics, it can lead to conflict and disengagement. A mismatch in cultural fit may result in decreased motivation, a lack of collaboration, and difficulties integrating into the team, ultimately affecting overall performance.
Talk to them to evaluate if they are feeling settled. Check with peers to evaluate if the employee is feeling overwhelmed in the organization.
Evaluate if the attitude is in the right place:
The third reason for someone turning out to be unfit for your company could be attitude problems. When a top performer joins the organization they might come with a sense of entitlement. They might ignore feedback and not value team's opinions. Evaluate and address it if you find this is what is hampering the performance.
My framework: For me, I want at least 2 out of these 3 to be in favor of the company. If during my evaluation, I find that the new hire is failing in 2 or more areas and if I can’t address it then I start the process of letting the employee go.
Thinking you've hired a top performer and later realizing the reality doesn't match your expectations can be challenging for any leader. To mitigate this challenge, it is important to have a robust and thorough hiring process which includes comprehensive skills and cultural fit assessments.
Regular performance feedback and ongoing development opportunities can help bridge skill gaps and support employee growth. By acknowledging and addressing any misjudgments early on, companies can strive to create a more effective and successful workforce. But if nothing works then you need to respectfully let the person go, so they can succeed in a place where they fit, while you can find a person who can help to scale it up!