It is extremely crucial to stay alert and judicious when you recruit new employees in your organization. The person entering your door might be a waste of investment and resources, an impersonator, an offender with a criminal record, or God knows what! Freshers could come with all sorts of bad intentions into a company, including violating the laws, disrupting the business, misusing the organizational assets and powers, or the most common- getting employed for a short span to settle momentary financial needs.
In the last case, when such employees are hired, they always find ways or excuses to justify their deeds, make their indifferences evident, and finally abscond. And as an employer, it is your job to recognize the intent of the new joiners and find out if they are the persistent long-distance runners that you want or not.
Extent probationary period of these types of newbies categories
you can easily spot who is clearly not willing to be of any good to your organization and are not there to stay:
In the first few months, at least, employees are supposed to show an enthusiastic and upbeat side of themselves. They come in like a breath of fresh air, with a delightful face and a positive aura. Now, if you observe a despondent new joiner who says “No” to almost everything since the start, it’s a threat. Besides the normal occasional breakdowns that anyone can have, this category is known for its consistent dejection that creates a negative environment. So, all you need to do is introduce activities in your regime that boost their morale and keep them agile throughout work hours.
The Absentee/ Late Comer
The interest of an employee is doing his job can always be recognized by his virtues of regularity and punctuality. When employees have no plans of staying in an organization for a long time, they start breaching the time and attendance policy (or other policies). So, frequent absenteeism, late arrivals, and tardies are indications of a lack of commitment and dedication to work. You can catch these wrongdoers and warn them/ give them notice to avoid such practices.
The Grumpy Fault-Finder
Sometimes new recruits are overly critical about the organizational environment. Everything from the basic amenities and facilities to the equipment provided and the workflow is flawed according to them. This category always finds reasons to blame the system for their lack of competence, inability to perform well, improper behavior, and willingness to quit. For those naysayers, you can simply overlook the excuses, download a standard probation extension letter template, and issue the same to them as a second chance to monitor and correct their conduct.
Some newcomers bring trouble with them or invite new ones to the workplace. They will always be seen caught up in a chaotic situation, somewhere around a turmoil or creating a mess themselves. Forget enhancing productivity, if such mischievous employees are entertained for long, it might take a toll on the overall business of the organization. You need to identify such rabble-rousers and take action against them before their misdeeds turn serious and irreparable. So, in this case, it is not the employee, but you who needs to make them leave.
Due to multiple reasons, both inevitable and deliberate, sometimes the new joiners are unable to exhibit or maintain a good show. There might be a genuine logic behind their underperformance, or it could be their own negligence that leads to bad performance. In any of case, this needs to be resolved at the earliest, as it might lead to the loss of an employee in the coming days. You can either issue a probation extension letter template to them or take initiatives to improve your own functionality.
In order to convert this untoward section of new hires into useful resources, retain them for a long tenure and employ them to boost the business of the organization, you can take the following measures:
- Probation Extension
- Employee Engagement Strategies
- Employee Retention Tactics