你高薪引入的人才，和你預期的一樣嗎？

我們的優勢在於能尋找到市場上最優秀的人才，並對候選人進行篩選，確保他們符合客戶的要求，並與公司文化高度契合。雖然我們十分努力去達成這一點，但新員工無法適應新工作的情況還是時有發生。幸運的是，其中很多情況都可以被輕鬆避免。下文列出了最常見的五種狀況及其避免方法。

We pride ourselves on sourcing the best talent in the market and screening candidates to make sure they match our clients" requirements and are a good company fit. But despite our best efforts, there are instances when new hires just don"t work out. Fortunately, many of the causes are easily avoidable. Below is a list of five most common pitfalls and how to avoid them.

狀況1：是否為新員工提供了足夠的資源以取得成功？

Pitfall 1: Have you set your new hire up for success?

設想你從競爭對手那裡挖到了一位頂尖的女銷售人員。你了解她曾創造的收益，也知道她人脈很廣。於是你想：我找到了一位優秀的員工。但在入職的前幾個月，她的業績平平。你為此深感困惑。是她誇大了過往銷售業績，還是她的優勢不再？

Imagine you hire a top saleswoman from a competitor. You know how much revenue she"s generated and know about her wide network of contacts. You think to yourself: I"ve got a sure-fire winner. But as her first few months pass, her results are only average. You scratch your head. Did she exaggerate her sales or has she lost her edge?

雖然這些都有可能，但答案往往更簡單。新員工的整體業績是其潛力、動力及手頭資源的綜合結果。你已經通過篩選流程明確了他們的潛力，而新員工通常也都動力滿滿。因此，問題很可能在於資源，即培訓、軟體、員工甚至時間方面的匱乏。例如，他們過去可能配備一位負責行政工作的秘書，或是擁有潛在的客戶線索，或是配備一輛隨時可用於拜訪客戶的公司用車。

Although those are certainly possibilities, the answer is likely much simpler. The overall performance of any new hire is a combination of their potential, motivation and resources at hand. You』ve identified their potential through a thorough screening process and it』s rare for a new employee to be un-motivated, so chances are it"s an issue with resources — anything from lack of training, software, staff or even time. For example, they might have had a secretary to take care of admin tasks or access to a list of warm leads or a company car to get to more meetings every day.

解決方法：與新員工交流，找出他們之前依靠哪些資源和方法來實現優秀業績。「你現在缺少哪些之前工作中配備的資源」等問題有助於發現問題所在。也能讓你深入了解其他公司或競爭對手所使用的資源。

The fix:Sit down with new hires and find out exactly what resources and systems were provided for them to excel in their previous role. Questions like 「What resources were you provided in your previous role that you don』t have here」 will uncover any concerns. It may also give you valuable insight into resources used by other firms or competitors.

狀況2：是否與團隊成員說明了招聘新員工的益處？

Pitfall 2: Have you sold the benefits of having a new hire?

新員工入職可能導致其他團隊成員產生焦慮感乃至憎惡感。如果部門內的某個員工期望升職，而你正好僱傭了與其資歷和技能水平相當的人，他們自然會將新員工視為競爭對手。這種情況很可能會出現，這種心情也可以理解，因為這至少表明了在職員工的動力與志向。

The announcement of a new hire can cause anxiety and even resentment for other team members. If one employee in the department was expecting to be promoted and you』ve just hired someone with the same level of experience and skills, it』s natural for them to see the new hire as competition. This is to be expected and even tolerated -- if anything, it demonstrates the incumbent employee』s motivation and ambition.

但若是超越某條界線，友好競爭就會轉變為惡性競爭。例如，在職員工可能會將新員工排除在下班後的工作聚餐之外。更糟糕的是，他們發現新員工在工作中犯了某個錯誤，非但不加以指出，而是放任不管，從而不可避免地導致經理或客戶投訴。

But there is a line when friendly competition turns un-friendly. For example, an incumbent employee may exclude the new hire from work gatherings outside the office. Worse, they notice a mistake in the new hire』s work but instead of pointing it out, they let it slide, triggering the inevitable complaint from a manager or customer.

解決方法：新員工入職之前，向團隊說明招聘新員工的原因，並宣傳招聘新員工的益處。如果你認為某人可能會因為新員工的到來而感到威脅或挑戰，可以找這個人談話，讓他們放心。最糟糕的做法是不作任何解釋。

The fix:Before a new hire joins, explain to the team why this new person is being hiredand sell the benefits of having an extra pair of hands. If you identify someone who might be threatened or challenged by the new hire, speak to them and ease any concerns. Not saying anything is the worst course of action.

狀況3：是否與新員工保持溝通並給出反饋？

Pitfall 3: Are you getting and giving feedback?

很多受訪的新員工表示，他們對於自己沒通過三個月試用期感到十分驚訝。這顯然是雙方缺乏溝通所導致的。如果經理不做任何解釋，新員工可能會認為經理默認了預期工作的完成情況。他們可能還會產生負疚感，為在入職期間問題過多、佔用同事太多時間或沒有更多交流而感到抱歉。另一方面，在大費周章招到新員工之後，經理手頭可能積壓了大量未完成的重要工作。因此，他們可能並未定期與新員工交流，或在入職的前幾個月給他們提供指導。有些經理可能想評估新員工的獨立程度，並以此作為是否留任的測試環節。這種方法對於新員工而言一般毫無益處。

Many new hires we speak to are completely shocked when they don"t make it past their three-month probation period. This is a clear case of lack of communication from both sides. The new hire may interpret silence from their manager as tacit approval for completing work as expected. They may also feel guilty for already taking up too much of their peers" time with endless questions during onboarding and fail to communicate more. On the other hand, managers may have a backlog of incomplete work and priorities after a particularly long and exhausting search for a new hire. As a result, they fail to regularly communicate with their new hire or guide them through their first few months. Some managers may want to assess how independent the new hire is as part of a 「sink or swim」 test. This approach is rarely ever beneficial for the new hire.

解決方法：定期反饋和溝通可能是確保新員工成功的最關鍵的因素。新員工入職後，就應該安排定期的一對一交流，以提供反饋並成功建立工作關係。新員工也會更自然地與你交流，從而避免重大問題和誤解。

The fix:Regular feedback and communication is probably the single most critical factor in ensuring a new hire is successful. As soon as a new hire joins, schedule regular one-to-one sessions to provide feedback and to build critical rapport for a successful working relationship. Your new hire will also feel more comfortable speaking to you and larger issues and misunderstandings can be avoided altogether.

狀況4：是否制定了合適的入職流程？

Pitfall 4: Is a proper onboarding process in place?

很多公司的資源本就十分緊張，新員工入職時，公司希望他們能夠邊工作邊學習。簡而言之，他們希望一切「水到渠成」。這種想法並沒有錯，你僱傭的是一位合格且聰明的員工，因此無需親力親為地為其提供所有信息。但這對於新員工入職來說著實有效嗎？實際來看，沒有哪條規則或哪個公司的章程都是以書面形式確定的，而且並非所有規則都是實際規則，很可能只是長期形成的慣例。很多新員工都可能在不經意間破壞某條並未明確規定的規則，從而犯下錯誤。

Many companies are already stretched in terms of resources and when a new hire joins, the company simply expects them to learn everything on the job. In short, they expect everything to just 「work out」. This isn』t necessarily wrong — you have likely hired a very qualified and intelligent person and spoon-feeding every single piece of information may not be necessary. But is this really an efficient way to onboard a new hire? From a practical perspective, not every single rule or a company can be written down, nor are many rules actually rules but just tacit agreements that have developed over time. Most new hires will have a story of a corporate faux pas when they innocently broke an unwritten rule.

解決方法：人力資源部門可能制定了公司入職方案，但此方案可能僅限於流程層面，對新員工的日常工作影響甚微。要妥當地介紹職位和職責，就應該制定自己的團隊/部門入職方案。你也可以將新員工與「同事」進行非正式配對，幫助新員工熟悉公司文化和未明確規定的規則。

The fix:Your HR department may have a company onboarding plan but that might be limited to high level procedures that have little impact on your new hire"s daily routine. For a proper introduction to roles and responsibilities, you should have your own team/department onboarding plan. You can also informally pair the new hire with a 「buddy」 to help him or her get accustomed to the company』s culture and unwritten rules.

狀況5：是否已經評估過職位描述？

Pitfall 5: Have you reviewed the job description?

職位描述可稱得上是最令人感到困惑的文本。其中滿是技術術語、獨特的部門名稱和模糊不清的措辭，要完全理解職位描述對任何人都是一項挑戰。這會產生一系列問題，也會讓你面臨一種風險，即在沒有明確定義的前提下，讓某人試圖在某個崗位獲得成功。有些新員工十分勤勉，確保他們了解職位描述的所有內容。有些新員工了解並同意大多數內容，但對於一些模糊不清的部分，由於他們因為新工作和新公司而激動不已，因此並未進一步弄清其含義。

Job descriptions can often be some of the most confusing documents in existence. Filled with technical jargon, unique department names and vague and unclear wording, they can be a challenge for anyone to completely understand. This creates its own set of problems and you run the risk of having someone trying to be successful in a position where success cannot really be defined. Some new hires are very diligent and make sure they understand every line of their job description. Others might understand and agree with most of it, but there could be areas which are unclear and, caught up in the excitement of a new job and company, they fail to subsequently clarify.

解決方法：在與新員工進行的最初幾次一對一環節中，詢問「你覺得職位描述的哪部分模糊不清？」或「根據最初幾周的工作，職位描述與你目前所做的工作是否匹配」等問題。對於崗位和職位描述而言，理想與現實之間總是存在一定的落差。但定期評估職位描述，可確保所有人都了解並同意職位目標、設置目的以及成功標準。

The fix:In one of your first 1:1 sessions with the new hire, ask questions like, 「Any parts of your job description that are not clear?」 or 「Based on your first few weeks, does the job description seem to match up with what you』re doing?」 With any role and job description, there is bound to be the ideal and the reality. By regularly reviewing the job description, you ensure everyone understands and agrees on the objectives and purpose of the role and what success looks like.

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