HR Insights
When Jobs Don’t Meet Expectations: An HR Guide to Recovery from Unmet Expectations
Having unmet expectations at work can happen more often than you can imagine, and that can be very costly. See how to prevent that.
HR Insights
Having unmet expectations at work can happen more often than you can imagine, and that can be very costly. See how to prevent that.
Isabel García
HR Consultant
4 of July, 2023
Have you ever hired someone for a role, only to find out a few weeks in that it’s just not working out? Maybe their skills aren’t quite what you expected or the job responsibilities don’t actually match what they thought they were signing up for, as a simple case of unmet expectations.
As an HR manager or business owner, it’s frustrating to invest time and resources into recruiting and onboarding, only to end up back at square one. The good news is, it doesn’t have to be the end of the road. There are a few key things you can do to course correct, meet expectations, and get the role back on track.
If that new hire isn’t thriving like you expected, it’s time to take action. As an HR manager, you need to determine if their job isn’t meeting expectations and make things right.
Look for signs like:
If you spot these red flags, sit down with the employee and get to the root of the problem. Be open to feedback and make a plan to get their experience back on track. Whether that means adjusting responsibilities, improving onboarding, or other solutions, take action right away. The last thing you want is a new hire that never meets their potential.
When new hires find their job isn’t what they expected, it hurts productivity and morale. As an HR pro, act fast to get things back on track.
Have an honest conversation. Explain the situation and listen to their concerns. Look for compromise and common ground. Maybe certain tasks aren’t feasible but others can be restructured. Be flexible – their input matters!
If the role can’t be salvaged, help them find a better fit. Your support during transition means a lot. And don’t forget the lessons learned: Revise job listings and interview practices to prevent future letdowns.
While it’s not ideal, unmet expectations happen. With empathy, communication, and a willingness to adapt, you can get back on the right track. Your employees and bottom line will thank you!
The best way to address an employee’s unmet expectations is through direct, professional, and empathetic communication. Schedule a meeting and:
With open communication, you have the best chance of turning an unmet expectation into an opportunity. The key is to be proactive, fully understand the issues, and try to find solutions that work for everyone. But also be willing to accept that sometimes a role is just not meant to be. Handling the situation professionally will still reflect well on you as an employer.
Once you’ve identified any gaps between an employee’s expectations and the realities of the role, provide extra training to address them. Schedule one-on-one or group sessions to go over key responsibilities in more depth. Have the employee shadow a high-performing team member. Set up mentorship with someone in a similar position. These types of on-the-job learning opportunities can be highly valuable.
With additional training, clearly set expectations, close guidance, and the potential for an initial probationary period, you can work to align an employee’s understanding of the job with the actual day-to-day responsibilities.
The key is open communication and a willingness to invest in their success. If after trying the above steps there is still a mismatch, it may be time to re-evaluate the hiring decision. But in many cases, a little extra effort and the right resources can get a new employee up to speed and engaged.
As an HR manager, it’s your job to make sure new hires know exactly what they’re getting into. During the interview process, be transparent about the role and company culture. Discuss the day-to-day work, priorities, and challenges. Ask candidates if they have any questions or concerns about what the job entails. It’s better to address issues upfront rather than deal with disappointment and resentment down the road.
Once you’ve made a hiring decision, stay in close contact. Send an offer letter that clearly outlines the job responsibilities, compensation, benefits, start date, and probationary period. Walk the new employee through what they can expect in their first weeks and months. Check in regularly to see if they have any other questions or require any additional resources or training to thrive in their role.
Leaving things ambiguous or making assumptions is a recipe for disaster. By being open, honest and available, you set the right expectations and build the foundation for a successful working relationship. The more informed and supported an employee feels, the less likely they are to become disillusioned or decide the job isn’t right for them.
As HR professionals, we owe it to our organizations and employees to get this part right. You can improve your onboarding, internal communication and keep track of your employees with Sesame HR, the software tailor made to help your company. Try it for free now!