Southern Jewelry News
  • Featured
    • All
    • Featured
    • Featured Retailers
    • Retailer Roundtable
    • Sponsored Content
    • Supplier Spotlight
    Lambrecht’s Jewelers, 130-years-old and counting
    Celebrate with Gold®
    Tracing Diamond’s Origin
    Pickens, Inc.: Steady pace wins the race
  • Latest News
    • All
    • COVID-19
    • Furry Friends
    • Industry Awards
    • Industry Events
    • NRF
    • On The Move
    • Other News
    • Tradeshow News
    • Video
    • What's New
    VAHAN launches 2022 campaign – “A Moment for Me”
    FDIC Economist, Dr. LaVaughn Henry to keynote 2022 ASA International Conference
    Michelle Meltesen joins John Atencio Wholesale team
    Kovel Collection introduces Busy Bee designs
  • Podcast
  • Columnists
    Motivating your sales staff
    Keys to Effective Communication – Part IV
    The Retailer’s Perspective: With great power comes great fails
    The Retailer’s Perspective
    The Story Behind the Stone: Yearning for Kazakhstan
    10 Cybersecurity Questions small and medium businesses should ask in 2022
    Motivating your sales staff
    IAS Training’s Keys to Effective Communication – Part III
    Kate’s star-studded style. What will the next trend be?
    Motivating your sales staff
    IAS Training’s Keys to Effective Communication – Part II
    Retailing in a post-PC world
  • Classifieds
  • Subscriptions
    • Newsletter Signup
    • Print Subscription
No Result
View All Result
Southern Jewelry News
  • Featured
    • All
    • Featured
    • Featured Retailers
    • Retailer Roundtable
    • Sponsored Content
    • Supplier Spotlight
    Lambrecht’s Jewelers, 130-years-old and counting
    Celebrate with Gold®
    Tracing Diamond’s Origin
    Pickens, Inc.: Steady pace wins the race
  • Latest News
    • All
    • COVID-19
    • Furry Friends
    • Industry Awards
    • Industry Events
    • NRF
    • On The Move
    • Other News
    • Tradeshow News
    • Video
    • What's New
    VAHAN launches 2022 campaign – “A Moment for Me”
    FDIC Economist, Dr. LaVaughn Henry to keynote 2022 ASA International Conference
    Michelle Meltesen joins John Atencio Wholesale team
    Kovel Collection introduces Busy Bee designs
  • Podcast
  • Columnists
    Motivating your sales staff
    Keys to Effective Communication – Part IV
    The Retailer’s Perspective: With great power comes great fails
    The Retailer’s Perspective
    The Story Behind the Stone: Yearning for Kazakhstan
    10 Cybersecurity Questions small and medium businesses should ask in 2022
    Motivating your sales staff
    IAS Training’s Keys to Effective Communication – Part III
    Kate’s star-studded style. What will the next trend be?
    Motivating your sales staff
    IAS Training’s Keys to Effective Communication – Part II
    Retailing in a post-PC world
  • Classifieds
  • Subscriptions
    • Newsletter Signup
    • Print Subscription
No Result
View All Result
Southern Jewelry News
No Result
View All Result
Home Columnists

How to deal with that bad hiring decision

David Brown by David Brown
October 31, 2016
Share on FacebookShare on Twitter

We’ve all been there. That “perfect candidate” we hired just doesn’t work out for whatever reason and we’re left ruing the decision and trying to manage the fallout that might happen afterwards. Depending on the person this can take all forms including a loss in sales, staff disagreement, management time in re-performing tasks, even legal costs if things get ugly.

Sometimes it just comes down to having the wrong person in the wrong position. This may not always be obvious – if a staff member is struggling to perform tasks they can sometimes be very good at disguising the problem. Rather than just admitting they are unable to cope they deal with the matter in a variety of ways that may seem to have nothing to do with the issue – arriving late to work, low productivity, arguing with fellow staff members – it can show up in a myriad of ways.

Prevention is always better than cure, and using the tools that can help you hire correctly in the first place can relieve 80% of the problem. Getting it right the first time is always the optimum; but what do you do if you got it wrong?

There are a number of steps that can help you deal with a staffing issue:

1. Are you doing your part right? You can control your own performance and this is always the best place to start. Have you been clear in the instructions required for the job? Has the staff member received the training necessary to perform the task? Is there regular communication and feedback on their performance? By the law of averages, 50% of the issues surrounding staff performance will be caused by management not providing an appropriate structure to perform the job.

2. Profile your staff. Although this is best done when hiring, getting them profiled might help identify their strengths and enable you to give them tasks that are better suited to their skills and talents. Profiling your staff involves assessing their compatibility to the job requirements and can be as important for existing staff as it is for hiring new recruits. An in depth profile not only shows up compatibility, but provides a guide on how to manage them effectively to get the most out of their performance.

3. Sit down and talk with them. The problem wont go away if you don’t, and will only create a larger issue later. Often the process of having a conversation can go a long way to resolving the matter. Performance can often improve when the staff member knows their issues are being heard and that there is someone ready to listen and offer assistance.

4. How are other staff coping with their performance? Depending on the situation, the staff member may be affecting others through their performance or attitude. In some cases peer pressure can go a long way towards helping resolve the issue as well. It is important that other staff understand that this impact is being acknowledged and that steps are being put in place to make things smoother. Most importantly, if the staff member concerned is being disruptive, other staff need to understand that this sort of behavior won’t be tolerated. Staff respect management that are seen to set boundaries for performance and will take steps to enforce them when required.

5. Have someone else who can do their job. You don’t want to be dependent on any one staff member – including yourself! You can lose personnel at any stage due to resignations or illness. Make sure that all of your staff have a person who can do their job in their absence. Problems can develop where a staff member starts to feel they are indispensable to the business, and it becomes difficult to take strong action where there is no adequate replacement. Rotating your staff through different functions regularly can also provide job variety.

6. If you must release them, do so quickly. You need to get appropriate legal advice about employment legislation, but a long drawn out situation is disruptive to the team and unfair on the staff member. Wherever possible give the person the chance to make the decision themselves rather than you having to make it for them. Most staff that are disruptive or don’t perform the job to the standard are unhappy and in many cases a discussion about their wants and needs will have them realize that they need to move on for their own sake so they can find a role that is more fulfilling.

For an in depth discussion on profiling and how it can be used to improve your staff recruiting and management process contact us for further information.

David Brown is President of the Edge Retail Academy, an organization devoted to the ongoing measurement and growth of jewelry store performance and profitability. For further information about the Academy’s management mentoring and industry benchmarking reports contact enquiries@edgeretailacademy.com or 877-569-8657.

 

David Brown

David Brown

David is the President of The Edge Retail Academy (sister company of The Edge). They provide expert consulting services to help with all facets of business including inventory management, staffing, sales techniques, financial growth, retirement planning, etc. – all custom-tailored to your store’s needs. Utilize the power of The Edge, to analyze major Key Performance Indicators that point to your store’s current challenges and future opportunities.  Edge Pulse is the ideal add-on to the Edge, to better understand critical sales and inventory data to improve business profitability.  It benchmarks your store against 1100+ other Edge Users to ensure you stay on top of market trends. For more information call 877-569-8657, ext. 1,  e-mail Inquiries@EdgeRetailAcademy.com  or  visit www.edgeretailacademy.com.

Related Posts

Motivating your sales staff

Keys to Effective Communication – Part IV

July 6, 2022
The Retailer’s Perspective: With great power comes great fails

The Retailer’s Perspective

June 30, 2022

The Story Behind the Stone: Yearning for Kazakhstan

June 30, 2022

10 Cybersecurity Questions small and medium businesses should ask in 2022

June 27, 2022

Latest News

What's New

VAHAN launches 2022 campaign – “A Moment for Me”

July 6, 2022
Columnists

Keys to Effective Communication – Part IV

July 6, 2022
Industry Events

FDIC Economist, Dr. LaVaughn Henry to keynote 2022 ASA International Conference

July 6, 2022

Other News

Michelle Meltesen joins John Atencio Wholesale team

Kovel Collection introduces Busy Bee designs

GN Diamond shares jewelers’ creative marketing tips

Stuller introduces several new offerings at JCK Las Vegas

JSA reports crimes against U.S. jewelry firms in 2021 exceeded pre-Covid levels

GCAL partners with VDB to add 8X® Cut Grade search filter

Southern Jewelry News

© 2022 Southern Jewelry News.

Additional Information

  • About
  • 2022 Trade Shows
  • Media Kit
  • Contact

Get Social with Us

No Result
View All Result
  • Featured Articles
    • Featured
    • Featured Retailers
    • Retailer Roundtable
    • Supplier Spotlight
    • Sponsored Content
  • Latest News
    • What’s New
    • Industry Events
    • Tradeshow News
    • On The Move
    • Other News
    • Furry Friends
  • Columnists
  • Classifieds
  • Subscriptions
    • Newsletter Signup
    • Print Subscription

© 2022 Southern Jewelry News.