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I'll be gone then: The respondents to the survey were also bothered by the lack of leadership and poor induction
Photo: Nadia Bormotova / iStockphoto / Getty
New job, new happiness?
17.6 percent of employees have already quit their job during the first 100 days – in 2018 it was 11.6 percent.
This is shown by an online survey by the recruiting company Softgarden among 2,160 participants, which was exclusively available to SPIEGEL.
The increasing dissatisfaction is also likely to be related to the fact that in the past two corona years, employees were mainly trained in front of the computer and the start was sometimes bumpy.
According to the survey, the participants quit mainly because they were initially given insufficient guidance, had difficulties with their superiors or expectations from the application phase were not met.
Around half (53 percent) stated that the description of the job did not match the conditions that they found in the first few weeks in the new company.
For example, some participants wrote:
»Promises from the interview were not kept.
Instead of a home office, work laptop and high salary, everything was negated again on the first day of work.
Then you were expected to move immediately for a lower salary and work in the office permanently.«
»Cholic, unpleasant boss.«
“The chemistry wasn't right.
If I'm supposed to be 100%, I expect support from my superiors.«
»There was no onboarding.
Since you also had to work from home, there was no connection to the company and the employees.«
The first time on the job
In times of skills shortages, job seekers increasingly have choices.
Other findings of the study also show how important the right induction can be during the initial period on the job: Onboarding is relevant for almost half of the applicants in order to decide for or against an employer.
15.6 percent have already decided against an employer because they were not sure how onboarding would work.
In the survey, participants were able to state which experiences in the onboarding phase they remembered negatively:
»
I had to buy a computer myself in order to be able to work at home during the home office obligation, the employer did not provide one.«
»
I was to be trained by an apprentice who had only been with the company for two months.«
»
No workplace, no office, no job description, no onboarding.
I was left to my own devices and had to organize myself.
I was even allowed to assemble the desk and the office chair myself.«
"Good onboarding processes, like good application procedures, are increasingly becoming a hallmark of attractive employers," according to the authors of the study.
It starts with the job search: Only every fifth job advertisement goes into detail about onboarding, according to the participants.
According to 87.4 percent of those surveyed, employers should provide information about onboarding processes at the latest during the job interview.
What is particularly important to the majority of those surveyed in the onboarding process: they would like to be officially introduced to their colleagues, would like a concrete induction plan and that their workplace is fully set up.
who quits the job
With increasing professional experience, the probability of leaving the job during the onboarding phase also increases: more than 16 percent of the participants with up to five years of professional experience have already resigned during this time, for those over 20 years the figure is 21.9 percent .
Qualifications also play a role in how long you hold out during the induction phase: Only 13.6 percent of academics have already given notice during the first 100 days, but 22.3 percent still have a secondary school diploma.
Sectors with a high proportion of academics, such as IT (15 percent), appear to have a lower rate of dropouts than those with different positions for non-academic professionals, such as tourism and gastronomy (23.2 percent) or transport and logistics (23.4 percent).
"Newcomers who find something different than what was promised or who are left alone in the first 100 days are frustrated, may drop out or only become productive for the company belatedly," the study authors conclude.
This leads, for example, to an additional burden in recruiting – although there is an increasing shortage of recruiters themselves.
A recent Forsa survey showed that the so-called »Great Resignation« , the great wave of layoffs, is now also affecting the German labor market: According to this, every fourth person quits the job without having a new job in sight.
Around 37 percent of those in employment are also open to changing jobs – four percent more than in 2021.
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