Maybe it’s love
Falling in love with a job before you even start is easy. Falling out of love when the ‘rose-tinted glasses’ come off, is just as easy. No matter how much you love what you do, work is work. If the working environment doesn’t live up to expectations, employees can become disillusioned. So how do you, the hiring manager or recruiter prevent new hire turnover from being a problem in the first place?
So glad you asked.
1. The Right Tools
As with any problem, you want to start with the right tools. In this case, we have to take a quick step back to look at the root of the issue. In most cases, new hire turnover occurs when the new hire is a bad fit. This could be due to several factors, but the tools needed to resolve this core issue are the same. Assessment tools. Scary, we know, but if you haven’t taken time to look into how assessments can help you hire more effectively, it’s time to take the plunge.
Sometimes the issue is cost. Assessment tools can be pricey, but if you’re dealing with serious new hire turnover issues it may be more expensive not to consider them. Another issue could be legal compliance. If this is causing you hesitancy, don’t let it, there are many great platforms that will help you be compliant. Having the right candidates, right from the start is an invaluable peace of mind.
2. The Right Training
Management is also one of the largest contributors to turnover. You’ve heard the term ‘people don’t leave jobs, they leave managers’. It’s common for companies to promote team members to a management position when they perform well at their current level. The conclusion many organizations make too often is that someone who’s good at their job would also be good at managing others too. However, leadership is its own ball game. It’s crucial to ensure your managers are well trained, whether they’re promoted or external hires. They are directly influential on the work experience for everyone they oversee and it can trickle down into your customer experience.
Soft skills are where you should start. Some of the most prominent skills a manager will need to fulfill their role include:
- Conflict Resolution
- Educating Others
- Giving Reviews
Invest time in proper training for your managers and you’ll see the benefits trickle down very quickly.
3. The Right Communication
The final way to prevent new hire turnover is with great communication. During the onboarding process, new hires are fed an incredible amount of information and expected to know what to do with it. Not everything sticks. There’s always a transition time after the orientation ends. That’s when communication is the most important. New hires, like little fledglings, need quite a bit of nurturing before they’re ready to dive out of the nest and spread their wings.
Now if you already have great orientation software but you’re not taking full advantage, you’re missing a great opportunity. Orientation software keeps your new hires informed during and after the onboarding process.
That’s where Up2Speed comes in. We built Up2Speed to work with your current onboarding software to create custom, targeted communications that get the right message across at the right time. It’s about extending your employment brand campaign beyond the initial hiring process. It also allows you to begin integration before the background checks, licensing, and paperwork are finished.
Preventing New Hire Turnover
New Hires are coming in with the look of love on their face. They’ve bought into the recruitment message and are excited to see it play out. If the message you gave them in the first place was misleading or, if the tools you use to train them and prepare them for the actual work fall short, the fireworks will fizzle pretty quickly. The right tools, a lot of transparency, and solid communication will take them from new hire, to employee, to brand champion quicker than you can say “retention rates”.