You Got It All Wrong: 6 Reasons a Great Hire Falls Apart
I remember the first time I met Phil. He was a super-talented, newly hired team member of a client. His amazing family moved across the country for his new position. Then there was Sharon. Such a talented and highly educated woman, newly hired for a senior-level position in a business. And we shouldn’t forget Bob. He was a charismatic entrepreneurial senior-level leader, well loved by many. These are just a few illustrations of employees who should have excelled in their new positions but didn’t.
When employers get hiring wrong, it can leave a lot of wounds, damage the organization’s reputation, and waste money. Here are the top six reasons why a seemingly great hire falls apart. By being aware of these reasons, hiring managers and leaders can better prepare to manage them and improve the success of their hires.
1. Wrong position for the person.
One of our clients hired a young guy right out of college. He was awesome and well loved by every team member. Except there was one problem – the position required a high aptitude for math, and this new employee couldn’t catch on. He was very intelligent, but not everyone has intelligence in every area (this concept led to the research behind the theory of multiple intelligences – IQ is not the only measure of intellect). The employee left the company with great references and support to find a position that would better align with his capabilities and wiring.
2. Wrong career for the person.
When my mom was almost 100, she broke her femur and spent an extended time in the ICU. I mentioned to one of my mom’s many exceptional nurses how hard her job must be – seeing people at their worst day after day. This nurse was 22 years old with an amazingly upbeat personality, and her response was equally amazing. She said, “I love my job!” She not only had the mental aptitude for being an ICU nurse, but she also had the composure and compassion needed as well. But not everyone could thrive in her position. This is an example of the right career for the person, but for many others, it would be the wrong career.
3. Wrong manager for the person.
Have you heard the statement, “People don’t quit jobs; they quit bosses”? Well, it is often true. Research has shown that one of the top reasons employees leave a position is that they do not fit well with the manager. This does not necessarily mean the manager is doing something wrong. But in a time when skilled and highly experienced employees are harder to find, employees have options and can choose to work for someone they like and respect a bit more. After all, they will be working with that person for 40-50 hours every week!
4. Wrong organization for the person.
Every organization has a culture, which is the unique and often unwritten way it approaches just about everything. Including how they celebrate (or don’t), who they hire (and fire), how they treat team members and customers, and what they believe about their employees (are they generally “bad” and in need of being watched, or “good” and in need of coaching and leadership). Some employees are not a good fit for an organization’s culture or even the region’s culture. Remember Phil from the introduction? The change from the culture he was used to on the West Coast compared to what he experienced on the East Coast was too big of a leap. It isn’t always a reflection of right and wrong. Sometimes it is just a bad fit, meaning that the values and beliefs of the employee and the organization (what they do and how it should be done) are too far apart for them to have a successful long-term relationship.
5. Wrong behavior of the person.
I read a news story about an employee accused of stealing $2.5 million in medical supplies from the hospital where she worked and then reselling them. This is one of the more egregious behaviors that results in getting fired (and worse consequences). But even more common behaviors include not showing up for work on time, missing too much work, shading the truth about something they have done, cheating on expenses, or making a costly mistake that harms the company. When an organization hires a new team member, they expect the best, but sometimes it doesn’t work out the way we hope.
6. Wrong attitude of the person.
One of the big stories from the 2026 Women’s Final Four NCAA games was the clash between UConn coach Geno Auriemma and South Carolina coach Dawn Staley, after South Carolina defeated UConn. Coach Auriemma’s attitude wasn’t pretty, and it wasn’t professional. He later apologized and said, “I lost myself.” And Coach Staley’s gracious response was that she has a great deal of respect for him, and one moment doesn’t define a career. Having a bad moment is normal. We are human. We make mistakes under pressure. But this is different than employees who consistently have a wrong attitude, including complaining, bullying, selfish behavior, stirring up conflict, and a lack of ambition. When a “bad moment” becomes a consistent pattern, it may mean that you got it all wrong in the hiring and selection process.
Making the wrong hire is expensive. Before the next offer goes out, ask the harder questions to determine if this is the right person, for the right position, in the right organization. Our team of experts would be glad to help you through the process. Contact us to learn more.
Jay Desko is the President & CEO of The Center Consulting Group and brings experience in the areas of organizational assessment, leadership coaching, decision-making, and strategic questioning. Jay’s degrees include an M.Ed. in Instructional Systems Design from Pennsylvania State University and a Ph.D. in Organizational Behavior and Leadership from The Union Institute.
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