Reduce New Employee Turnover With These Tips

If you’ve just hired 10 new employees, chances are that three of them will quit within the next 90 days, according to a new survey from Jobvite, which provides recruiting software.

Why so soon? Forty-three percent say their day-to-day role wasn’t what they expected, 34 percent report an incident or bad experience drove them away, and 32 percent didn’t like the company culture.

“Thirty percent is shocking, especially if you consider how much time and energy it takes to onboard them and get them producing,” says Rachel Bitte, Jobvite’s chief people officer. “Unfortunately, too many have a horrible candidate experience and leave.”

Reduce the odds of quick turnover with these strategies.

Communicate – Create a partnership between everyone in the hiring process, from the recruiter to HR to the manager, says Bitte. “The candidate builds the first relationship with the recruiter,” she says. “The recruiter should regularly check in during the interview process. Once someone’s hired, the HR team and manager own the experience.”

Make sure each person has conversations about expectations. “Ask, ‘What has been a surprise for you since you took the job?’” Bitte said. Then, address it.

Assign a buddy – Assign new hires a peer buddy who can field questions and provide advice, says Bitte. A peer is better than a manager because a new employee can find it intimidating to ask questions or share problems or disappointments.

“The buddy can be a good barometer for how the person is doing,” she says. “They will have a good read of where they’re at during their first 90 days based on the questions the new hire asks.”

Cultivate a Culture That Speaks Up – Make sure you have a culture where everyone’s voice matters, says Bitte.

Source: HR Dive