5 onboarding mistakes that drive away new staff

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5 onboarding mistakes that drive away new staff

Nearly 90% of firms estimate that between 10% and 25% of new employees leave within the first six months. According to many different studies, the top reason new recruits leave is their role is different from what they expected it would be during the hiring process. 19% revealed that they don’t like the company’s culture.

Often, it’s an accumulation of negative experiences that drive new recruits away, which is why it’s crucial that the onboarding process isn’t overlooked!

However, many companies are failing to invest enough time and resources into this key aspect of their talent strategy. Whilst 98% of the companies surveyed said onboarding programs are a key factor in retention efforts, nearly a quarter (23%) say the programs last only one day, and 30% say they only last a week.

Why is this happening? In an era were keeping employees engaged from day 1 is vital to achieving great results over the long-term, shouldn’t companies be more focused on solving this issue? No one can afford to improvise and a plan needs to be put in place as soon as a new hire joins the team. A high turnover ratio needs to be avoided at all costs!

Here’s a series of examples of how companies scare new employees away through a lack of consideration!

 

1. Failing to prepare for their arrival

First impressions are everything, and ensuring that you are prepared sets your new employee up for success – mentally and physically. The one question that has guided successful HR professionals in this process is: “how do you want the dinner conversation to go after your new hire’s first day?” Employers that fail to prepare something as simple as a new desk for new starters can leave them heading for the exit door.

 

2. Putting them on an island

This could go hand in hand with no training, but would also include zero socialization. If companies skip introductions and leave no room for networking, people will have a hard time fitting in. As social creatures, human beings require connection and relationships to assimilate to new environments. Without these opportunities, employees feel isolated and excluded.

 

3. Micromanaging

In stark contrast to leaving employees to their own devices, those who instead breathe down their employee’s necks are likely to see a talent exodus. Whilst direction and coaching is always welcome, people want to feel a sense of trust, autonomy, and mutual respect.

 

 

4. Blaming them for your mistakes

Once you lose the trust and respect of your employees, it will be almost impossible to regain it. Managers who have their employees’ backs and take accountability for their actions gain the respect and admiration of their teams. At the end of the day, it’s all a matter of trust! And those who feel trusted since the day of their arrival, are more likely to stay with the company they work for a longer period of time.

 

5. Over-promising and under-delivering

When employers stretch the truth about their culture and environment, it won’t take long for new employees to find out and feel let down. In fact, being transparent about the atmosphere and admitting its flaws can be the best way to guarantee the right person gets the job. Just remember, every promise made during the interview process becomes an expectation. Be careful not to overpromise and under-deliver!

 

How’s your company facing this issue? Have you put a plan in place in order to onboard your new employees in the right way? Share your experience in the comments section below!

 

 

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