Why a Promising Employee Will Leave Within 90 Days
Posted June 1st, 2018
When you find a candidate with the right combination of skills and experiences, it’s typically exciting. After all, they have the potential to excel in your organization, increasing productivity and even profitability.
However, just because an employee shows promise doesn’t guarantee that they’ll stay. According to one survey, around 30 percent of new hires decide to leave a job within the first 90 days. Why would a promising employee choose to walk out of the door? Here are a few reasons that may spur their decision.
The Role Isn’t What They Expected
In most cases, job seekers only have access to a limited amount of information regarding what the day-to-day of a particular role involves. Most companies tout the most exciting parts of the job in their vacancy announcement and might not disclose all of the tasks during the interview process, even if the candidate asks.
If the new hire’s initial experience in the role doesn’t align with their expectations, they can easily become disappointed. At times, they may choose to leave, giving them the ability to find something that better meets their needs without having to juggle the responsibilities associated with the job.
To avoid this scenario, it’s important that you are upfront about what a typical day in the position looks like. Provide an overview of common tasks during the interview process to ensure that candidates are fully aware and give them a chance to ask questions. If the job seeker is better informed early in the process, it increases the odds that the person who accepts an offer is willing to perform the required duties.
A Bad Onboarding Experience Drove Them Away
The onboarding process serves an important role. Not only does it prepare new hires to begin working in the position, but it also functions as a first impression about what it’s like to be a part of the company.
If the onboarding experience is bad, some employees will assume that it is a reflection of the business at-large. For example, if it is disorganized, they may extend this impression to other areas of the organization.
Take time to make sure the onboarding experience is positive. Provide the new hire with a buddy to help guide them as they learn the ropes and make sure that any orientations are well developed. Additionally, work to ensure that employees gain all of the information they need to both succeed in the job and feel comfortable with the company.
It Wasn’t a Good Cultural Fit
Many professionals place a high value on cultural fit. If an organization doesn’t meet their needs and preferences, they may choose to walk away instead of fighting with a less-than-ideal environment.
For example, if a new hire appreciates a sense of autonomy, being assigned to a supervisor that has a tendency to micromanage isn’t going to work for them. Similarly, a worker that needs a quiet workspace isn’t going to be comfortable in an open office environment.
While you can’t change your culture at a moments notice, you do have the ability to screen for cultural fit. Inform job seekers of the hallmarks of your company’s culture and ask questions regarding their preferred management style and physical environment.
Ultimately, the goal is to find a professional who will be content in the role, increasing the odds that they will stay beyond the first few months. If you are interested in learning more, the team at Bayside Solutions can help. Contact us to speak about your company’s needs today and see how our expertise can benefit you.
