Struggling with Employee Retention? Try These 3 Proven Ways to Prevent New Hire Turnover


No one wants to lose a talented team member—especially when you’ve invested so much time and effort (not to mention a significant portion of your budget) to hiring and training them. When a good employee resigns, it throws off the whole dynamic. Now the manager has to find someone to pick up the slack while you find a replacement, and in the meantime, other employees are feeling the strain of being down one person. Next thing you know, someone else may be looking to jump ship.

1.    The Right Tools

As with any problem, you want to start with the right tools. To do that, 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. It could be due to a mismatch in company culture, work preferences, expectations, or a host of other factors.

The tools you’ll need to resolve the core issue, however, are the same. We’re talking about 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. Assessment tools help you quickly and effectively find your ideal candidate by testing for desired skills and personality traits. You can’t be an expert in every field you hire for, and you may not have time to individually assess every promising candidate who walks in for an interview. That’s why so many organizations now rely on assessment tools to predict whether or not a candidate is the right fit.

You may have some hesitation when it comes to assessment tools. We get it. The initial sticker shock can be an instant deal-breaker for some. But it shouldn’t be. Sure, when you’re first looking at the price, it can seem like a big chunk of change. However, this retention-friendly software looks like a steal when you compare it to the cost of recruiting, onboarding, and training all new hires.

But, maybe cost isn’t the issue. Another common reason that companies choose to steer clear of assessment tools is legal compliance. As you may be aware, the Equal Employment Opportunity Commission (EEOC) offers some guidelines for hiring using assessment tools. But not to worry! Most popular assessment tools are tested to reliably and consistently provide results that predict job success, making them EEOC compliant. Do your research, and choose a trusted program.

Trust us. Using the right tools to find the right candidates, right from the start will give you an invaluable peace of mind.

2.    The Right Training

We’ve all heard the old saying, “People don’t leave jobs, they leave managers,” and it couldn’t be more accurate. Management is one of the largest contributors to turnover. Managers directly impact everyone they oversee, which, depending on the size of the department, could be dozens of people. They set the tone to their subordinates, who, in turn, set the tone to their customers.

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 (often falsely) is that someone who’s good at their job would also be good at managing others too. Often, this results in employees rising to their “level of incompetence” where they no longer fit into their elevated role. This theory is known as the “Peter Principle.”

To combat the Peter Principle, it’s crucial to ensure your managers are well-trained. (That goes for external hires as well). Leadership is its own ball game, and success in a different, non-managerial role doesn’t necessarily guarantee success in a supervisory role.

You should start with the soft skills that every manager needs to master. Some of the most prominent skills a manager will need to learn in order to fulfill their role include:

  • Motivating and Educating Others

Finding, training, and retaining the best managers for your organization requires an ongoing investment in time, resources, and capital. Try setting aside time for monthly manager meetings in which different department heads can come together to troubleshoot, share stories, and commiserate with their peers. Also, consider investing in training materials and programs for managers to sharpen their abilities.

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.

Unsurprisingly, 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 of it, you’re missing a great opportunity. Orientation software keeps your new hires informed during and after the onboarding process.

Preventing New Hire Turnover

You don’t want to lose valuable talent, and in many cases, those employees aren’t too keen on leaving either. They want to fall in love with their new job. They want for it to live up to all their expectations. They’ve bought into the recruitment message, and they’re excited to see it play out. All that starts to crumble when you don’t provide them with everything they need to succeed in their new role. That’s when your employees start heading for the exit.

Want more information? An insight on an existing challenge? An outside perspective on an internal issue? Contact the experts at S2E and we’ll help you get the results you’re looking for. After all, getting results is what we do best – 866-945-3370, Carol Carrillo.

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