Onboarding is a crucial step in an employee's life cycle, setting the stage for long-term engagement and productivity. However, despite significant investments by organizations for the smooth onboarding of new employees, a significant number of them leave their jobs shortly after starting work. This phenomenon can have detrimental consequences for businesses, lead to loss of resources, decreased productivity and tarnished reputation of the employer.
Understanding the reasons behind early turnover is essential for organizations looking to improve their onboarding practices and foster a better employee retention culture. Here are some of the most common factors that contribute to employees leaving shortly after starting a new job, according to Bard:
1. Uncoordinated expectations:
Gaps between the expectations set in the recruitment process and the actual reality of the job often lead to disappointment and disillusionment among new hires. When responsibilities, work environment, or company culture differ significantly from what was initially understood, employees may feel cheated and unfulfilled, leading them to look elsewhere for work.
2. Poor onboarding and training:
An inefficient onboarding process can leave new hires feeling disoriented, unsupported, and lacking the skills needed to succeed in their role. Lack of clear expectations, inadequate training, and lack of mentoring can contribute to feelings of inadequacy, frustration and, ultimately, a decision to quit the job.
3. Unsatisfactory work and lack of growth opportunities:
Employees who find their jobs repetitive, monotonous, or lack opportunities for growth and development are more likely to look elsewhere for more enticing and challenging roles. The desire for meaningful work and professional advancement is a strong motivator, and if these needs are not met, new employees may quickly disconnect and look elsewhere for work.
4. Negative work environment and work culture:
A toxic or hostile work environment, characterized by poor communication, disrespect or conflict between colleagues, can significantly affect employee morale and retention. New hires who experience bullying, harassment, or lack of support from their managers or colleagues are more likely to disengage and eventually quit the job.
5. Ineffective communication and feedback:
Open and transparent communication is essential for building trust and fostering a sense of belonging among employees. New hires who feel excluded from decision-making processes, lack regular feedback from their managers, or experience a lack of transparency in communication are more likely to disconnect and look elsewhere for work.
To combat early turnover and create a more appealing and retention-oriented workplace, organizations can implement different strategies:
Refinement of recruitment methods: clear and accurate job descriptions, realistic expectations and in-depth clarification of the company's culture during the recruitment process, in order to set realistic expectations and prevent discrepancies.
Improve onboarding and training: Implement a structured and comprehensive onboarding program that provides new hires with the information, training, and support they need to succeed in their roles. Appoint skilled mentors to ensure new hires feel supported and integrated into the team.
· Creating a meaningful work culture: encouraging employee participation in decision-making processes, opportunities for growth and development, recognizing and rewarding efforts and contributing employees to foster a sense of purpose and belonging.
· Promoting a positive work environment: Fostering a supportive and respectful work environment by immediately addressing conflicts in the workplace, encouraging open communication, and valuing diversity and inclusion.
· Improve communication and feedback: Create open and transparent communication channels, regular employee feedback and encourage employee feedback to address concerns and improve the work environment.
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