Up to 28 percent of new employees quit within the first 90 days on the job. Given that hiring and training new employees is both costly and time consuming, it's critical to do everything in your power to keep new employees excited and engaged - rather than risk losing top talent and needing to start the hiring process over again.
Here are some tips to make the most of every new hire's first few months on the job - and keep them engaged well beyond this timeframe.
1. You Don't Have a Structured Onboarding Process
The last thing any new employee wants is to show up on the first day only to find his or her team unprepared without any form of structured onboarding program. Start off on the right foot by beginning onboarding before a new employee even walks in the door.
Beyond sharing instructions for the first day - such as when and where to arrive - ask new employees to complete their onboarding paperwork before they come to the office on the first day. This can include signing the employee handbook, filling out direct deposit information, completing tax forms, and filling out benefits paperwork. Structured onboarding starting before day one can save new employees from sitting in the HR office all day and will empower new hires to begin contributing to the business right away. As an added bonus, it will save your HR team time.
2. Expectations and Goals Are Unclear
Recent data found that 43 percent of employees who left a job within the first 90 days did so because the day-to-day job wasn't what they were expecting. Make sure your job descriptions include an accurate overview of the day-to-day responsibilities expected of the role so you attract top candidates who are motivated by these responsibilities.
During each new employee's first week, these responsibilities should be discussed with his or her manager, along with any key goals or metrics that will be used to measure success in the role. If an employee's experience doesn't match what they set out to do based on reading the job description, or it's unclear what's needed to succeed in the role, they'll be more likely to look for other job opportunities and leave sooner rather than later.
3. Training Stops After Initial Onboarding
To succeed and stay motivated in their roles, your employees need continuous training that goes beyond any general onboarding sessions during the first week. This training can be as simple as video training, which enables your employees to watch videos on their own time while saving your business money on traveling to outside training sessions. Other options include interactive web-based classes, training sessions offered directly by your business and training offered from outside sources.
Your employees might also come to you proactively with recommendations for training programs or professional development events. Set aside some budget for these requests. Not only can continued training help employees contribute more to their business, but your employees will feel valued knowing you're willing to invest in their growth on your team. Also make sure to highlight your commitment to employee training across all employment materials to continue attracting top talent.
Any time you lose an employee, it's very costly to your business from both productivity and operational cost perspective. Avoid the mistakes listed here and be open to continuous employee feedback to ensure all employees feel motivated to stay with your team for the long haul.