There are times when we hire someone who looked great on paper, sounded great in their interview but they turn out to be a bad hire. What’s even worse is if they turn out to be a bee in our organizational bonnet.
Typically, this happens for one of three reasons: the person we hired either lacks the skill, the will or the fit to be in his or her role.
It’s critical for managers to claim responsibility and prevent the bad hire from infecting the good talent already in the organization. One of my friends calls this the “ain’t it awful” game, where the person becomes an organizational black hole and sucks productive employees down with him (or her). This little game costs an organization in multiple ways, including productivity and profitability. It simply can’t be tolerated. Read More