Managing a Problematic New Hire

Supervising employee oversight responsibilities is often a difficult task. If the instructed nurse is responsible for taking care of vulnerable patients, this task must be managed not only with nursing but also as a principle of leadership and management, with strong knowledge and thought. In this article, as explained in Case Study 2, we will explain the challenges faced by the nurse manager faced by the newly hired employees with problems. According to LPN's explanation by Margaret Johnson (LPN), she is a marginal employee and often can not meet basic care standards, not teammates, and its behavior is detrimental to the unit . They bring danger

As a little preparation for the manager, the first employee 's meeting of the new employee is to shorten the acceleration time, build respect and goodwill between the newly hired and the team, clarify the opportunity to quickly win, teach the culture of the company, Within a few hours. Instead of an instant introduction, each team member in the room needs to spend up to two minutes to explain his name, 2) the role, 3) the responsibilities of the top three, and 4) recent work memory. (It continues to move using the timer, gently cut off after a few seconds of the assigned time.)

A few months after hiring a junior designer to lead a new company, the founder of the startup asked me for advice. The designer she employed hurts. He does not know how to manage the interests of competing stakeholders and teams. He has no opinion or belief in the direction he is proposing. The rotation made him feel tired and depressed. Unfortunately, this is a familiar story. When you train at the gym you can practice using the weight at the upper limit you can and just until you become stronger. You tried to lift it (over and over) without going to the heaviest weight. You will hurt yourself instead of growing up. Likewise, new designers seeking too many requests without proper support will lose pressure, tension, confidence and confidence in the process without finding significant growth in the process.

Of course, we can not win 100 new recruits. No one trusts you. But you are more correct than your employment manager. As you grow, they will inherit job offers and jobs on behalf of you, so you know things are in a good shape - you are an individual to help you grow your business I will select people. Communicate with customers and hire more talent. Always remember that A level players want to be with other A level players (best performance players). B-level players are threatened by C-level players or A-level players who team up with "retiring employees" over time. By making final decisions by directly joining the first 100 people, you can maintain a high standard and you can confirm that you hire only A player as the base layer of your company.