Companies that are still using designated roles and positions could risk falling behind companies that use the project-based model. However, organizations still thrive using the old model, and employee placement is a big part of their success.

Because of the huge variety of talents that new employees in the corporate world possess, placing them in the proper position or department could be challenging. This requires a careful approach, attention to detail, and using the right strategy to maximize your results.

Your strategy can even be used on current employees, especially when you incorporate our performance management system. However, using the wrong strategy can be a huge mistake and lead to monumental failure within your organization.

In this article, we’ll discuss the biggest mistakes companies make when it comes to employee placement.

Employee Placement

Critical Placement Mistakes

There are common performance management mistakes that organizations make. These mistakes also tie into the onboarding process when placing new employees.

Sometimes, a corporate strategy includes shifting versatile employees and putting them in different departments or roles. The following list contains the biggest mistakes made when incorporating your placement strategy.

    1. Clear Expectations

The first is not setting clear expectations for employees, which leaves them confused about their job role and unclear about what their manager expects from them. If you don’t properly explain what’s expected of new hires or veterans placed in a new position, you can’t expect efficient performance moving forward.

    2. Micromanaging New Roles

The second mistake is micromanaging during the first few weeks because you’re afraid they will fail if you don’t maintain supervision over them. Micromanagement leads to a lack of trust in the employee’s abilities and also increases feelings of frustration and resentment towards application performance management among new hires. This can also be true of veterans that have been placed in a different department or role.

If they feel like they aren’t trusted to complete work without being watched every step of the way, this develops into underperformance or lack of engagement. Give them some time to acclimate and let them make mistakes. This is the only way you can help them improve in the appropriate areas.

    3. No Sight of Growth

The third mistake is not placing them within a department or role that includes the potential for growth. When veterans and new hires feel like they’re in a dead-end position, they’re probably not going to give their best effort. This is actually a surefire way to get them to walk out the door as well.

    4. Not Treating Employees as Individuals

Another mistake that commonly affects employees during placement into a specific department includes not treating every employee as an individual and applying standardized practices across the board instead of actually considering each person’s talents and skills. This hinders an organization’s ability to successfully execute plans by remembering what makes each person tick.

Not only are you severely limiting the success of your organization, but the success of the employee. This is another situation that can lead to retention issues.

    5. Hiring for the Wrong Reasons

Another mistake companies make during this process would be hiring people simply because they have certain skills or education and not because they actually want to do the work or fit in another department, which leads to feelings of resentment and lower performance quality.

The days are gone of hiring employees just based on their credentials. A college degree means less now than it ever has, and organizations should be more concerned with capabilities and skills that are specific to the company’s mission.

    6. Undervalue

Mistake number six is under-valuing employees and giving them too few tasks to accomplish. This keeps the employees from feeling like their hard work is valued by the company and that they are an integral part of achieving company goals.

Don’t limit them by providing them with easy tasks or not putting them on critical projects. This is another way of limiting their growth and hampering your progress as a company.

    7. Overworking

Another huge mistake is over-working your new hires because you think you’re losing money if you don’t get as much out of them as possible right away. This can be an issue with your veterans as well when you place them in new roles.

Overworking employees, especially new ones, can quickly lead to employee burnout. This leads to underperformance and team members becoming unengaged. This severely affects the productivity of these employees and, in the end, the productivity of your entire organization.

Additionally, this leads to challenges with the work-life balance and can cause low morale. When there isn’t efficient management of the home-work dynamic, employees become dissatisfied, which often leads to them leaving.

    8. Not Checking Progress Early

Mistake number eight is not checking your employees’ performance frequently. This is true of new hires and veteran employees in new roles.

When newcomers are placed in a certain role (or veterans in a new one), their progress and performance should frequently be monitored in the beginning. Check on their satisfaction and make sure they’re progressing at an efficient pace. You don’t want them to become burnt out or disconnected from their work.

This can lead to confusion and frustration in many cases, especially among new hires. If they’re making mistakes, you need to understand if it’s an issue with their training or if it’s a problem within their placement or work environment.

    9. Expecting too Much

In the beginning, you can’t be too hard or demanding on new hires or seasoned employees placed in new roles. You have to understand there’s a buffer time, and it may take some time for them to get familiar with their new environment.

Don’t put too much pressure on them, and keep their load light and simple in the beginning. After you’re sure they’re getting comfortable and grasping their new role, you can slowly begin to challenge them more with additional assignments or projects.

If you’re using designated roles still, it’s important to be aware of all of the mistakes on this list. The talent pool within the corporate world is already small enough – you don’t want to create more challenges for yourself.

When companies are already fighting over the available roster of potential talent, making these mistakes could be shooting you in the foot. It’s critical to welcome new hires and make veteran employees feel comfortable in new roles.

By avoiding these mistakes and giving these situations the proper attention, you increase your odds of success and set your employees up for the best opportunities for growth. In the end, this ends up producing the same results for your entire organization.

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