Why are the executives recruited with poor quality and high salaries unable to bring about performance?

It should be said that this is a normal situation. Every company will encounter it more or less. Not all foreign monks can recite sutras well; this is mainly based on two aspects: one is recruiting people. Whether the person (boss) and the monk can adapt to each other depends on whether the monk can adapt to the environment of your temple; to put it bluntly, on the one hand, the needs of the two must be integrated, and each needs what they need; on the other hand, it is a matter of time for integration;

The first is whether the person who recruits the monk (usually the boss) is very clear about what kind of people are needed, how long they will be used in the company, what positions they will be used in, and what they will achieve. For what purpose, where are these people, through what channels can we find them faster and more efficiently, and whether we have the ability to review and evaluate these people (when the boss recruits people in the human resources department, he must know that the human resources department is specifically responsible for recruiting people. (Whether the person is qualified and has the ability to recruit such talents). For example, for the recruitment of management sales managers, it is usually more appropriate to recruit people with a higher level. People with a higher level can participate, such as the sales director; but It cannot be decided directly; but for grassroots recruitment such as salespersons, it can be done at a higher level. Why, absolute execution and authority must be ensured. Salespersons' ideological and operational levels are usually not as high as those of sales managers, so the requirements and standards for recruitment are also It can’t be the same; this is the first step, which is very important. Usually, you should first blame yourself first. If you don’t take care of the people who come in, how can you use good people later? Do you still want to blame others? If this level is properly checked, people who are cheating will definitely not be able to get in, and the people the company really needs will definitely be found;

The other is whether the monk can adapt to the environment in the temple, which mainly depends on two aspects. On the one hand, It is the boss who recruits people who must create a good environment for monks to survive (for example, balance the relationship between internal factions, etc.) and provide reasonable treatment that satisfies the talents; on the other hand, it is whether the monks themselves can adapt well. In this environment, don't be dissatisfied and don't have too many ideas, otherwise it won't work if one wants to fight and the other doesn't want to suffer. This requires the boss who recruits people to know how to supervise, use and retain them after they come in, give them a reasonable platform, create a soil where they can easily survive, and clarify their development path, growth time, and work in the company. Income, etc.;

If the above two are achieved, the purpose of introducing talents is basically achieved for both parties, and performance will naturally come out sooner or later.

In addition, many companies hire people for a short period of time to temporarily solve certain problems. This may be inconsistent with the ideas of many real talents, so people will not make long-term plans to make some money after joining. Just leave, and I won't be held responsible for any problems that arise later; this is very important, and the employer should be reminded that this problem is also the boss's own problem.