When you get a job, you expect an on-boarding process. This may be in the form of reading the company handbook, watching safety videos, and filling out paperwork.
But is that really enough? Studies show that employees are quitting with the first six months of being hired and a better on-boarding process may be the key to fixing this problem.
Why Are They Leaving?
So why are workers leaving so soon after finding employment? Many of their reasons boil down to being neglected. They are thrown into a position too quickly and left to do the job, leaving them feeling stressed out and under-qualified.
Without the support and encouragement of co-workers or management, new employees may decide this position isn’t for them. This can also lead to feelings of not liking their boss or that the place is not fun. As a result, they come to the conclusion they are not the right fit and leave just a short time after starting.
Start With the First Week
What workers really desire, especially in that first week, is to connect with others. They don’t want HR leading the whole on-boarding process, they want to see their own manager, with whom they will spend a great deal of their time. Additionally, they want to spend time on the job actually getting hands-on training, rather than talking about it.
Most employees recognize the need to go over company policies that first week, but they also want to take a tour of the facility and have the opportunity to get acquainted with their new place of business. Another helpful item most new workers would like is a mentor who has been with the company for a while and can “show them the ropes.”
Changes to On-boarding
So now that you know why people are leaving and what they want within the first week of arriving at a job, there must be changes to the on-boarding process. These changes may include:
- Job Training – Don’t limit training to the first week. Spend adequate time with the employee making sure they have the position down. Check-in with them regularly and schedule a review after one month.
- Employee Handbook – Make the content relevant, organized, and clear. Set it up in a way that the individual can reference specific questions they have rather than reading through the entire document every time. Get rid of the fluff.
- Mentorship – Pair your new worker with an experienced employee. The mentor is an invaluable resource for training, as well as, connecting the new individual to the company and his or her co-workers.
Spend more time investing in your team if you want to see them stick around. Much of the reason they are leaving you within the first 6 months is on account of your on-boarding process.