Within the first six months, 30% of new hires leave their jobs. Why is this the case, and how can you avoid the most typical blunders? Let’s find out.

Have you ever had a new hire joining your organization, promising to boost performance to new heights, only to depart a few months later? To watch all their efforts for the recruitment going to the trash is the most frustrating thing for any manager. But how can they fix that?

Reasons Why New Hires Quit?

According to a poll conducted by BambooHR, almost 30% of all new employees leave their jobs within the first six months. The most prominent reasons for people quitting so quickly are due to a poor onboarding process. To put it in simple terms, businesses do not put enough time and effort into the new hire to adapt to the new responsibilities.

The most common reasons why your new hires are leaving the company are listed below:

1. Misleading Job Description That Changes Post Joining

People quit for a variety of reasons, the most common of which are poorly defined goals and a lack of information. Employees must have a clear understanding of their responsibilities, what they are expected to accomplish, and how their function fits into the overall operation of the organization. In short, don’t make promises you can’t keep.

2. Work Load

Companies often dump their miscellaneous work on the heads of new hires without giving them any training or orientation. The workload without an explanation is usually too much to handle for any employee and results in a lack of motivation to work.

3. Employees Don’t Like Their Bosses

New hires often complain about nagging bosses who just order and don’t discuss. Such bosses take away their peace of mind even when the employees are away from work. Anyone managing fresh hires must be empathetic and kind so that new hires don’t leave.

4. Poor Onboarding Experience

Onboarding — the process of integrating a new employee into an organization — is fundamentally relational and human in nature, as all good managers recognize. Most employees leave because they have a rough onboarding process.

5. Limited Opportunity For Self-Development

If a job is not a quid pro quo, then an employee might as well leave it. Self-growth is an important expectation for any new hire and a limited opportunity for that forces them to leave.

What’s The Solution?

Knowing what employees genuinely desire in their first week on the job is beneficial. Here’s what a manager can do to improve their retention rate:

1. On-Job Training

Despite the short drop in production and greater costs, newcomer training is worth the investment. Proper training sets the groundwork for you to build on later. After the first several months, the employee does not have enough time to devote to training.

2. Positive Organizational Culture

Make your employees feel welcomed instead of burying them under a pile of work straight away. Let them know that the company works as a team and they can approach their managers for help at any time.

3. Mentor Programme

Mentoring an employee helps you leaps and bounds in the future. Guide your new hires through the rough patches and pat their backs on a job well done. Mentoring goes a long way in building a strong resource for the company.

Conclusion

Managers must understand that it’s not their HR department’s job to plan and implement a strong onboarding program; instead, it’s every manager’s responsibility to engage from day one. Make sure you don’t allow your employees to leave.