"The employee was clearly the perfect candidate, the references raved about them, and you can see yourself that their work is top notch."

In my career, I’ve seen this happen more than once and it’s painful to watch.

I would painstakingly go through resumes and applications, looking for the best of the best, and then feel that giddy joy when I found a high potential candidate.  It was not a frequent occurrence and exhilarating when it happened – for me and the manager who is bringing on the employee!  HR Managers can surely attest to that moment in the interview when you know you’ve found “the one.”  You get them on board.  Do a fantastic orientation.  Tell them how wonderful the company is and pass them on to their manager.

A couple months later, the manager says there are problems and there you are, stuck between a rock and a hard place.  The employee was clearly the perfect candidate, the references raved about them, and you can see yourself that their work is top notch.  If you know anything about the cost of turnover, just thinking about this makes your stomach hurt.

Here is where I’ve seen the train derail and what you can do to fix it:

1.  The manager fails to assess the strengths and weaknesses of the candidate and other team members to determine who is best for what tasks.

It is all too common to simply look at the company’s job description and send the person off without any consideration as to what they may or may not be good at.  After all, that’s the job and they need to do it, right?  Wrong.  Job descriptions are fluid objects.  The addition of a new team member is the perfect time to review all of the job descriptions in a department or a company, depending on size, and discuss strengths and weaknesses among the employees.

The goal here is to increase efficiency by giving people what they are good at and increase employee happiness and loyalty in the process.

2. The company fails to develop the employee.

I’m not sure why investing in someone is so difficult.  Think about the incredible value you come back with after a conference or a course or even a webinar.  That energy, new information, the ability to contribute in a whole new way…  It’s invaluable.

The positive impact on the bottom line could be thousands of dollars.  It’s the same in online business…people struggle to invest in something that could save them thousands or even millions of dollars down the road and increase their quality of life.  It’s a real head shaker.  Just do it!

3. The manager is intimidated by the high potential and works to diminish their work and reputation.

This is more common than you think.  I’ve had it happen to me and I’ve seen it happen to others.  It is soul crushing for the employee and a real detriment to the company that allows it to happen.

My advice here is to quit the age-old practice of believing everything your managers tell you.  I know that’s a tough one because trust is critical in business.  But it can also be a detriment if trust is given blindly.  Pay attention to what you see and hear.  Do you see that manager degrading people and making snarky commentary often?  Is there ALWAYS something wrong with the employee in question or their work according to that manager?  Does that manager have a ridiculously high turnover rate in their department?  Is it always someone else’s fault with that particular manager?  Do you get an uneasy feeling that you may be getting bs’d by that manager?  Your instincts are good.  Follow them closely.

4. Nobody asks the high potential about their goals and passions.

This is a tragedy and such a huge miss in an environment where we know development is squarely in the top 5 things candidates are looking for.

In my opinion, this should be done with every single employee regardless of position.  They may not be a high potential yet but down the road they could be your rock star!  Ask them what lights them up and then move them toward it.  If it’s a struggle to mentor them now, at least give them even minor opportunities until you can push them toward something bigger.

5. The concerns of the high potential are ignored leaving them feeling devalued.

Surveys are great if you really look at them.

The employee who gives suggestions often, asks questions about why things are done the way they are so they can contribute, and shows daily interest in operations should be given a voice.  Listen and take action on something they contribute…anything.  Show them that they are valued or they will leave your company taking all of that initiative and interest with them.

In conclusion, companies can make or break a new employee’s success.  With these very simple changes in how valuable team members are onboarded and treated, companies can increase their efficiency, improve their retention rate, and have a company full of happy and challenged employees.

ABOUT SUZANNE PROKSA, SHRM-SCP, SPHR, HHP

I'm Suzanne Proksa. A SHRM-SCP and SPHR certified Human Resources and Business Strategist, IAWP Certified Wellness Coach, AADP certified Holistic Health Practitioner, fierce supporter of women, and autoimmune educator + advocate. My focus is supporting, coaching, and creating programs for women, people-focused organizations, and online businesses so they can positively impact their own lives and those of others.

In my time as an online strategist, I've helped thousands of women gain confidence, establish clarity in their businesses, get visible and drive audience growth, create simple strategies and automation to grow their businesses, crush their tech challenges, and start making sales. During my time in HR, I have launched and led multiple initiatives to enrich and improve company culture and the employee experience. I've had my hands in business nearly my entire life starting when I was a kid selling my creations in my neighborhood. My business Bliss Candles was a Featured Seller on Etsy, featured in the book “How to Make Money on Etsy,” and a community favorite - and also a trailblazer in online marketing for small business.

My work has been published and featured in the Huffington Post, Medium, Thrive Global, the Amazing Women of Influence Summit, and on my beloved podcasts.

I've been honored with nominations for the MISHRM Human Resources Lifetime Achievement Award, the HR Unite! Inspire Award, and the HR Unite! TA Trailblazer Award.

When I'm not loving on my business or being the best HR leader I can be -- I'm lifting up people however I can, strength training, studying all things women's health, geeking out over technology, attending networking events, and working/living in the beautiful oasis I've built at home.

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