If your new employees quit shortly after they get hired, the problem might be a lack of effective internal communication during their onboarding.
If you’ve ever managed people, chances are you’ve had at least one or two that didn’t work out as well as you thought they would. Maybe the warning signs were missing because the interview process went well, and the person you chose seemed like a perfect fit for the job.
But shortly after you hired them, they decided to quit.
Talk about frustrating. Every time an employee quits, companies lose morale, productivity, and money. If the interview went well, introductions to other staff went smoothly, and the candidate was enthusiastic to start, why didn’t he or she stay?
The problem may be your onboarding program.
Onboarding. That method by which managers orient new hires to the company, their coworkers, and their jobs. Effective internal communication during this orientation process is more important than you may think.
The decision to quit or stay happens early.
A report by the Aberdeen Group revealed that 90% of companies believe employees decide whether or not to stay at their new jobs within the first 6 months. This means that whatever methods you use to orient/onboard your new hires during this time period are absolutely crucial to their retention.
Onboarding is directly linked to employee retention.
Or, to put it a shorter way, onboarding directly impacts employee retention. Good onboarding improves retention, bad onboarding produces higher turnover.
And in an age where it’s harder than ever to find and keep good talent, nobody wants high turnover.
What’s the solution? Reduce turnover with better onboarding programs.