Forty percent of employees who left their jobs voluntarily in 2013 did so within six months of starting in the position, according to data recorded and processed by the work-force insights arm of credit-reporting agency Equifax*. Why do new hires quit in the early stages of employment with a new employer and what can be done about it?
Concurrently, the rate at which employees left inside of six months was about twice as high for those paid hourly compared to salaried staff.
The reasons why new hires decide to leave their new employer after a reasonably short amount of time can be attributed to the following reasons (among others):
1) New hires are already open to finding new jobs.
They are on a constant look out for other jobs with perceived better pay and greater fulfillment.
Since they don’t have the same need for job stability (that keeps some of the older generations locked into jobs that they aren’t passionate about), they feel more free to move between jobs.
Kirsten Lewis, Equifax Workforce Solutions product director told Inc. that “Many employees approach new jobs with the belief that they can find something else if it’s not a great fit right away.”
This is also influenced by the notion that there are enough jobs in the market to allow them to hop around. When they encounter difficulty with the job requirements, they tend to change their type of work rather than attempt to resolve the issues and stay in that position long-term.
2) The new hires’ actual work responsibilities don’t match their expectations and/or discussions during the interview.
This causes frustration, as well as mistrust, until the employee realises he can no longer cope with the position, leading them to seek alternative employment.
Recruiter.com reports that there are two common reasons that a new employee quits:
- Not being given the opportunity to do the work he or she was hired to do
- Not doing any of the cool things that were discussed during the interview process
3) New hires don’t like their new boss.
The new manager may not have created a welcoming environment, does not respect the new hire and/or may not be mindful of the new hire’s needs.
Approved Index, researchers from a lead generation company, found that the most common complaint about managers was that they made the employee feel under-appreciated (40.76% of respondents), overworked (39.96%) or unfairly treated with the expression of favouritism (34.64%).
4) Insufficient training during the onboarding process.
New hires shouldn’t be left feeling unprepared due to a lack of training or be left to figure out for themselves how their job fits into the bigger picture.
So a poor (or no) onboarding program, the “process of helping new hires adjust to social and performance aspects of their new jobs quickly and smoothly”, or training opportunities leave the new hire feeling demotivated.
What can the employee and employer do to avoid the new hire from leaving their new job?
1) The new hire should gain an in-depth understanding of how the company works. Prior to even interviewing for a position, the new employee should have researched the business to help them understand how their work will support the company’s objectives.
Seeing how they can contribute to the success of the company will motivate them, with the assurance that they understand what the brand is all about.
2) Establish a positive working relationship environment. The manager should make an effort to get to know the new hire, clearly define their role and communicate their performance expectations.
This typically involves coaching and providing regular feedback. In addition, the leaders should lead by example by maintaining healthy office relationships. New hires want to learn and grow their career with people they respect and who respect them in return.
3) Creating and constantly optimising an onboarding and training program. New hires should be given the right tools and opportunities that will help them succeed in their role and build on their strengths, so they will be motivated to stay.
4) ‘Work/Life balance’. Although it’s a term that is becoming obsolete as a premise, as our work is part of our lives, managers and brands should encourage employees to enjoy time away from the office, disconnected from the stresses and interruptions that their careers can bring.
Overall, the inconvenience for both the employer and employee can ultimately be avoided if the employer optimises their recruitment process to attract more aligned talent that fit the job requirements and culture of the brand.
Setting goals that are attuned to the company’s objectives will also ensure that both employee and employer start off and remain aligned.
Sources: Inc.com, SHRM.org, Entrepreneur.com, HRMagazine.com, Recruiter.com