2.Are the right skills in place
Does the employee have the skills, experience and resourcefulness to get to the next level and/or take the organization to new heights?
Employees might have the passion and skills, but do they have enough experience to effectively go in a new direction?
Again, if not, it doesn’t mean termination. You may want to pair the employee with a coach or mentor who has that experience.
3.How strong could a team be?
What if I had a team of this one employee? How strong would it be?
It’s a crazy thought, but it's a good gut-check. Essentially, the hypothetical exercise should evoke an emotional reaction — and a strong one either way will help you see if someone is in the right place or not.
For instance, if you immediately get a sinking feeling thinking about that pretend team, you likely don’t have someone in a good place.
4.What if the employee quits?
What if the employee quits tomorrow morning — how would I feel?
This is another hypothetical to put things into perspective.
For instance, if that question caused a little panic — and you’re thinking how to stop the employee from quitting — you likely have the right person in the right place.
5.How bad is it?
Is this annoying or toxic?
Anytime you evaluate fit, you’ll come up with some things that aren’t ideal. It’s a natural outcome. So take the extra step to gauge the level of potential issues.
For instance, are there behaviors or practices that are simply annoying? Or are there behaviors that question ethics or legalities? Occasional issues are not indicative of future fit. Recurring issues are.
Information provided by: HR Morning