Some employers notice, that there are some employees who are difficult to manage and yet highly productive at work. Their performance continues to remain static, and they often feel frustrated and exhausted during the workdays.

These signals indicate, if the employee has many issues to deal with, or if they are wrong in choosing their career paths.

A wrong career path can also be because of a hiring mistake. Employees, especially fresh graduates are often confused when determining their suitable career pathways.

The urgent need for an income, financial stability and temptation to quickly hop onto a job or simply following their friends, often lead them to make hurried decisions in choosing the right career path.

Also, sometimes employers fail to detect and conduct an early screening of candidates, to determine whether the talent is a perfect fit for the job role or not.

See also: Work Smart or Work Hard? What is the Best Way to Avoid Productivity Drain?

Appealing resume and impressive interview, sometimes disguises the talent’s real personality and passion towards their dream job roles.

Employers fail to choose the right candidate and the employee in turn accepts the job offer in a jiffy. This leads employees to tread the wrong career path.

Here are some tips, employers can adopt to detect employees, who end up choosing wrong career pathways:

The learning process is stressful and difficult.

A career path has a tight knitted relationship with passion. Working in a job role that does not align with your passion can turn out to be quite stressful through time. At the beginning stages of your career, it can be extremely difficult, especially for the new hires.

On the contrary, when employees are passionate towards their job role, they are motivated to learn, adapt themselves, and perform well to meet the company’s expectations and business goals.

Conversely, when employees lack passion, their desire to perform and excel in the job role is very low and they soon end up being frustrated at work.

While companies do provide adequate on-the-job training to all new hires, these employees continue to remain static in enhancing their career growth prospects or improving their skills and capabilities. This results in stagnated growth and performance output from the employee.

The job position does not embrace the employee’s real characteristics. HR managers and employers alike should understand and know their employees better on the work fronts and personal lives.

An employee can possibly be very different in their personal life in terms of their perspectives, characteristics, and personality traits.

Such gaps often result in employees failing to deliver productive outcomes. A silent, thoughtful employee might not eventually ace in a marketing career, as the profession demands of an employee to be talkative with an open personality, to be able to easily connect and adapt with all types of people.

The employees those who do not enjoy their job role. An employee who has chosen the wrong career path cannot enjoy their daily workings. They lack self confidence and are on low self-esteem. Insecurity and anxiety is on the top of mind of these employees, they experience discomfort at work, and this further reflects on their performance and productivity.

Satisfaction is one key factor that contributes to a successful career. When employees fail to accomplish their goals and choose the right path to progress, its time they reconsider their decisions and make suitable investment of their time and efforts.

A wrong career path chosen and trodden for long, can affect both employers and employees. While it is bad for an employer to terminate the misled employee upfront, companies can instead, allow them some time to learn and reflect on their potentials to determine if they choose to continue working for the same company, same or different division with the company or take a final call to quit.

Employers should further communicate clearly the mission-vision of the company, their expectations, and business goals, while taking into consideration the employee’s capabilities and skill competencies.

Next read: Tell-Tale Signs to Know If Your Key Talent is About to Quit