Avoidable Reasons Employees Fail

August 14th, 2015

And How to Overcome These!

Terminating an employee can be traumatic, for the employee, the manager, and the remaining co-workers. Besides the emotional impact, there’s a financial impact as being short-staffed causes projects to fall behind and keeps firms from accepting new work, plus all the costs of having to recruit and train a replacement worker. Even worse, the reasons employees fail at work are often avoidable. It’s far better for companies to work with employees to overcome these issues than to stop trying to make the situation work out.

Employees Lack Proper Tools

Some employees will succeed despite lacking tools. Others will struggle. Many companies try to save money by not purchasing licenses for useful software development packages. The result is that code takes longer to write or isn’t thoroughly tested. It looks like the developer isn’t competent; in reality, they’re simply handicapped by their development environment.

Employees Lack Training

Similarly, some employers don’t invest in training employees, seeing a few days at a course as a few days not working on the project. As a result, employees are left to figure out development methodologies and development tools on their own, sometimes taking days to resolve a problem that would have been quickly solved if they were trained previously.

Management Doesn’t Provide Direction

If management doesn’t set clear priorities, employees are left to figure out where to focus their efforts. They may work on the most important problem; they may not. Even when management communicates priorities, if those priorities change frequently, employees may flail about, unable to stay focused on any project long enough to complete it well.

Management Doesn’t Listen

While managers need to give direction at the outset, managers also need to listen to their employees. There will always be questions about what needs to be done, and suggestions about changes to the project. If management is too busy to respond to employees, they are forced to either follow the original instructions, which may not be appropriate, or make their best guess as to what should be done, which may not be accurate.

A careful recruiting process will bring good people into your business, but you need to continue to support them once they’re working for you to achieve success. Contact InReach IT Solutions to find out how we can help you find great IT staff.

The Benefits of the Contract-to-Hire Staffing Solution

May 29th, 2015

Bringing in a permanent employee means making a commitment. Even though there’s much less loyalty between companies and employees than there used to be, you generally want employees to stay for a long time. Finding the perfect employee you can commit to can mean a long recruiting process. But if you have an immediate need, bringing in a contract-to-hire worker lets you and the employee decide if you’re a good fit for each other, without making a long-term commitment in the early stages of your relationship.

Contract-to-Hire Offers Flexibility

When you bring in a contract-to-hire worker, you get the opportunity to see the person solve real-life problems — solve your real-life problems — and see if they’re a good fit for your firm. The new worker may be especially motivated to impress you, so they’re likely to work hard to get the job done.

Money matters can also make a contract-to-hire employee the right staffing solution. Before you turn the worker into an employee, you won’t be providing benefits, so the contract-to-hire worker may be less expensive than a full-time employee. This can be especially useful if you need to add staff in the middle of the year, when you may have less budget flexibility, or if it’s late in the year but you aren’t sure of next year’s budget yet. You may need to staff up to be ready for an expected new project — but need flexibility in case the project doesn’t come to fruition.

If you’re fortunate, you and the contract-to-hire worker will both agree the position is a good fit, and decide to make it permanent. At that point, converting them to full-time staff is mostly an administrative matter; the new staffer can just keep doing their job.

Contract-to-Hire is Low Risk

If the position doesn’t work out, there is little legal risk in terminating the worker, unlike with permanent employees. Although contract terms will vary, there is usually no need for a long notice period or severance pay. You can work with the staffing agency to find another worker to try in the position. The feedback you give about the contractor who didn’t work out can help clarify what you’re actually looking for in your new employee.

Work With a Staffing Agency to Find Your Next Employee

InReach IT Solutions can help you consider all your options, including contract-to-hire, in order to find your best new employee. Contact us to find out how we can help.