4 Avoidable Ways An Employer Can Alienate A New Employee

When hiring a new employee, there is no reason for an employer to foster a workplace atmosphere that leads to alienation and negative feelings. There are several issues that can be avoided with new employees in order to prevent such alienation from taking place. After all, you bring in a new employee to solve problems, not to create them.

Total HR Management knows you want every new hire to become a positive working part of your overall team. By keeping in mind these basic issues that lead to alienation and avoiding them, you can ensure that a new employee helps to increase the productivity and profitability of your company.

4 Ways An Employer Can Alienate A New Employee


1) False Advertising In The Hiring Process:

By agreeing to work with you, a new employee puts their future in your hands. They have left their old jobs and perhaps even moved their families for the new opportunity. They trust that what you offered them in terms of a position and perks will be provided once they come on board. Nothing creates a quicker sense of alienation than the appearance of false advertising.

When what you offered in the hiring process is contradicted by what the new employee actually receives, it is nothing less than a recipe for trouble. Sometimes such problems can be the result of a lack of communication between management and human resources. As experts in recruitment and selection procedures, Total HR Management does not encounter such problems when hiring new employees for our client companies. The key to avoiding any false advertising is honesty and consistency in the hiring process.

2) Second-Rate Training Lacking Human Interaction:

Even with past experience, a new employee will not be familiar with how your company does business and the internal processes of performing specific tasks. It is not enough to give them a manual, run them through a computer simulation or just show them a video. In order to provide the needed context to succeed in your business, face-to-face training with an experienced employee or manager usually is needed.

If you want to ensure a new employee gets the most out of training, institute a proven regimen that addresses the job requirements. Since you know what will be critical to their future success, emphasize both quantitative details and qualitative strategies. Finally, a written game plan that ties everything together should be given to all new employees. This game plan should include the following

  1. Break down the goals and regimen of the job into digestible chunks during training
  2. Be clear on what new employees should know after a week, after a month, after three months into the new position
  3. Avoid uncertainty about expectations by establishing goals during the training period
  4. Create baselines so progress can be measured and training can evolve into job excellence

3) Overly Critical Right Off The Bat:

New employees require a transition period to get acquainted with your company and become a part of the team. Although supervision and training are needed, being overly critical of new hires can create unnecessary problems. It is a simple fact that all new hires will make mistakes. If these mistakes actually cause real damage to your company, you most likely are expecting too much too soon. Build the confidence of a new employee so they can do their job with a sense of pride and accomplishment.

 4) Lack Of Feedback In The Beginning:

Every new employee wonders whether or not they are doing a good job and fitting in well with an employer’s expectations. If you fail to provide feedback in the beginning, you foster uncertainty that can lead to alienation. If you only provide critical feedback after a new hire has made a mistake, they will come to resent that the feedback wasn’t provided earlier. Upon taking on a new employee, meet with them on a regular basis and ask questions. By providing feedback and giving instruction, you gain the right to make a new employee accountable while setting them on the correct path.

If you want more information on the recruiting and selection practices of a Professional Employer Organization (PEO) and how to work effectively with new hires, please contact Total HR Management for help. You can call us toll free at (800) 975-5128 or email our human resources outsourcing experts at

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