6 Signs You’ve Hired the Wrong Trainer: Warning Signs of a Bad Employee
1) They don’t have any experience at all.
2) They are too young or too old.
3) Their training is superficial or non-existent.
4) They do not understand the concept of “workplace culture”.
5) They are overly involved with their personal lives (e.
g., they live in your house).
6) They do not work well under pressure.
Sign #1: They Don’t Have Any Experience at All!
You might think that if someone doesn’t have any experience at all, then it’s a good sign because they’re inexperienced. However, there are many reasons why you shouldn’t hire someone without any experience.
Here are some of them:
They may not have enough experience to do the job properly. If they haven’t done anything before, then they won’t know what they need to do or how to do it correctly.
They will probably make mistakes which could cause problems later on. For example, if you hire someone who hasn’t worked in a company before, you’ll never get rid of those annoying employees who always complain and waste time and money.
They may not have any experience in the particular industry that your company works in. While it’s good to have people who are versatile, your company also needs people who understand the way your industry works.
If you bring someone in from another industry where things work differently, they may not fit in very well and cause issues with your current staff.
They may not have any experience with the job that they’re applying for at all. This one sounds obvious, but it can happen.
They might have experience in the same field, but not in that particular job. For example, they might be a good graphic designer, but not such a good editor. Or maybe they’re a good cook, but can’t deal with customers at all.
Sign #2: They’re Either Too Young or Too Old
While it’s not always true, there is a high chance that someone who is too young or too old will not be a good fit for your company. In some cases, older people can also be bad employees if they aren’t used to technology or modern ways of working.
Here are some of the issues related to having employees that are the wrong age:
They may not have enough life experience and so won’t be able to deal with serious issues or handle certain customers appropriately.
They may not have a lot of knowledge or experience in the field that your company works in. While there are some exceptions, someone who hasn’t gone to college or university is less likely to know as much as someone who has gone to university or has had a high pressure sales job previously.
They may not have finished their schooling yet. This is less of a problem if the person has some completed higher education or has worked for a few years, but someone who is still in high school or college will not be able to work as many hours as someone who is out of school.
They may be unable to stay on task and get bored easily, which could cause problems for them later on in their career.
They may not have enough life experience to deal with certain situations at work. While this can be taught to some degree, it’s best if they learn these things at home or by going to university and making mistakes with their friends.
You don’t want them making mistakes that cost your company money or time.
Older workers have a higher chance of getting sick or having other medical issues which could cause them to miss work.
Older workers may not be as quick or able to do physically demanding work.
Older workers often have a different attitude and way of working than younger people do. They may not be able to handle the stresses or demands of your company.
Older workers may not be used to technology or modern methods of doing things. They may also not be up on current industry standards, which can cause them to make mistakes and cost your company money.
Older workers may be less interested in learning new things or trying new things. They may prefer the status quo and not want to expand or update their skills.
While many older workers are often very experienced and have more life experience, this doesn’t always translate well in the workforce. This can cause issues for your company as it may be difficult to find someone to train them, they may take longer to learn something or they may not learn it at all.
Too Young or Too Old:
This is a bigger issue in non-office positions, but young or old workers may not be able to do the physical requirements of the job. While this can sometimes be trained or helped along, it’s best if the employee coming in already meets some of the basic needs of the position.
Sometimes younger employees still in school like to work during summer or holiday breaks. While this can be good for them as it gives them extra money and work experience, it can be a hassle for the company as younger workers often get sick (especially during flu season) or may only be available during specific times.
If you have an older employee, sometimes they may not be able to keep up with the physical demands of the job. While this may be minor if they only work part time, it could become an issue if they work full time.
Sources & references used in this article:
Facilitating with Ease!: core skills for facilitators, team leaders and members, managers, consultants, and trainers by I Bens – 2017 – books.google.com
Social media for trainers: Techniques for enhancing and extending learning by J Bozarth – 2010 – books.google.com
Measuring the impact of Health Trainers Services on health and health inequalities: does the service’s data collection and reporting system provide reliable … by J Mathers, R Taylor, J Parry – Journal of Public Health, 2017 – academic.oup.com
How to Run Seminars and Workshops: Presentation Skills for Consultants, Trainers, Teachers, and Salespeople by AJ Henderson – 2003 – AMACOM Div American Mgmt Assn
The Relationship Between Exercise and Mental Health by RL Jolles – 2017 – books.google.com
Becoming a personal trainer for dummies by I am a Trainer, PF Track, PT Basics–Step, W Training… – infofit.ca
Trainer talk in post-observation feedback sessions: An exploration of scaffolding by MS Michael, L Formichelli – 2004 – books.google.com