It’s easy to play the blame game when an employee fails at their job but statistically speaking it is rarely a problem with the employee and more often a problem with a whole host of issues with regard to hiring, training and management.
In part one of our 3-part Thinking Ahead to 2025 series, we reviewed the most common reasons an employee decides to move on from a company. In this blog, we are going to take a look at the most common reasons employees fail to perform as expected in their positions.
As we look ahead to a more robust market in 2025, it’s critical that title agencies put in place the strongest framework for success and that includes ensuring everyone on staff is ready to hit the ground running.
Let’s take a look at hiring snafus, training lapses, leadership absenteeism and resource deficiency.
When the real estate market heats up, hiring managers are thinking they just need to get bodies in the seats to get the job done. But putting someone in a job for which they are not suited means other staff members are impacted as they try to pick up the slack or have to devote extra time to training and handholding.
To ensure your new hire has the skills needed, craft an in-depth job description to make sure the employee matches up to the requirements needed and that the new hire agrees to the scope of the job.
Training should never be limited to the first week on the job. Many employees fail because they are not properly trained not only in all aspects of the job, but in the expectations within the company culture.
Successful companies invest in ongoing training and mentoring programs to ensure employees are not only competent to do the job in front of them, but also given the education and opportunities to rise in the company.
In addition, a lot gets thrown at new employees during training, and it can be difficult to absorb it all. Some new employees may be reticent to admit they can’t figure something out or have forgotten what they learned in training. Acknowledging that complexity and encouraging your new hires to ask questions when needed will help. More importantly, checking in to see if they have questions opens the door to a conversation that they may be reluctant to initiate.
Employees cannot read minds and lack of leadership and direction are sometimes the source of someone appearing to fail at their job. Routinely setting goals and objectives for staff and then revisiting those goals and objectives will help your people continuously fine tune their own work focuses to meet those objectives more successfully.
One key aspect of this process is prioritization. Employees can be saddled with many more tasks than they are capable of achieving in a day, a week or a month. If managers are clear on the priorities. it helps your staff ensure the most important items are addressed first.
Objectives and goals are great, but if your staff lacks the resources to achieve those goals, they become pretty meaningless, and the entire process can be demoralizing. When setting your goals for 2025, make sure you include staff in those discussions so together you can identify what resources are essential to meeting the objectives.
And speaking of resources, when you find you need additional help, reach out to us at Closing Suite and FAN. We can help you grow your agency, by taking on those specialized tasks that help you focus on your greatest strengths. Contact us today to learn about how we can assist you with eClosings with RON, municipal lien searches, HOA estoppels, mortgage payoff ordering and tracking, mobile home title services and more.
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