The lack of information in the selection process and the emotional errors are the main causes of failure at work, both by the resignation and the dismissal of the employee hired, according to a study presented in Argentina in which they analyzed eighty cases of untying executive americas in America.
The report, prepared by the consultant of the Alfa licensed Alejandra FIGINI, said that the failure of the working middle managers is proof that change should be the model for selecting candidates for one seat, no longer reaches with a resume, two interviews and a report Psychotecnical.
The analysis identified 50 men and 30 women managers with staff in charge with a salary estimated between 1300 and 1800 dollars. The study was implemented in Argentina, Colombia, Brazil and Chile.
The report, released at the University of Palermo (UP), revealed that 54% of engagements were not successful twelve months. This figure revealed that 34% of the employees was fired and the other 20% resigned before the year.
It appears that the resignations were more frequent during the first six months of recruitment. While it was not possible to establish a direct relationship between energy put into work and the number of resignations, FIGINI told Universia that “when a person comes to work, focuses on adaptation and dedication to his new post. It has the highest energy put into it. But if the psychological contract, that is what he expected on the concrete reality, is broken, disinterest and automatically change the direction of its energy on finding a new job. ”
Among the most common causes to justify the voluntary resignations, the report mentioned that 85% is due to the lack of information in the selection process. Phrases like “the work was not what I expected” or “I did not know certain details to my critics stability in the post,” were repeated among those interviewed for the study.
The report revealed that most cases of layoffs usually appear after the ninth month. You can say that there is a direct link between energy assessment placed by the employer and the amount of layoffs.
“At first gets very little energy assessment at the beginning because it is understood that the person is in alignment. The actual performance assessment of a manager happens after half of the ninth month. In such cases, usually an error candidate start very well and accommodated in that period. Just when it accommodates beginning to evaluate it. Hence, it is the period with the largest number of layoffs. ”
In 88% of cases the reasons for untying relate to emotional problems and attitude. FIGINI explains that “on a daily basis, the conduct of the candidate is the one that decides its continuity. A team tolerated much better from a person related to the behavior that we must teach something that an experienced person with whom you can not work. ”
The study researched more frequent emotional errors in the opinion of managers and directors in charge. Among those mentioned were the lack of awareness of the professionalism of office, the superb professional, permanent reference to the achievements of previous companies, among others.
“If when you mark a defect, reaccionás cholera, your emotional quotient is low and your chances of being fired, high. Mc Neil said 20 years ago that people are hired for their knowledge and dismissed by their attitudes, “he concluded FIGINI.