"I quite," said Michelle, a 23-year-old Marketing Executive.
"Why??? you have not even finished your first 3 months here" exclaimed Sandra, her manager.
"I just feel so lost and I feel that this place is not for me"
"I am shocked, you said that it was your dream to work here"
"It was and I am grateful for this opportunity but I don't think this job is for me."
"Well, I think you did pretty ok here but anyway it's your choice at the end and I wish you all the best"
"Thanks" Michelle took a deep breath and paused for a few seconds.
"Actually, I would like to give some feedback. I was wondering if you will ask for it"
"Yeah, sure, please go ahead"
"I am quite disappointed with my time here. When I joined a couple of months back, I was extremely proud. I dreamt of working hard, making an impact and making progress. I heard a lot of good things about this company from my professor and we read case studies of how it transformed itself to become a giant in the IT industry. But then when I started in this company, there was no help given to me"
"What do you mean, no help was given to you"
"I the first 2 weeks, I met you only once. You did assign me Kristy as a mentor, she did not give me enough time. Every time I met him, I felt that as if she is judging me rather than helping me"
"I am surprised by your feedback, I told you that I was traveling and if you had problems with Kristy, you should have informed me."
"Yes, but I was not sure how would you react with that information"
"Ok, I understand that situation"
"Also, I have received no training whatsoever. Kristy forwarded me a few presentations and asked me to go through some links. almost 3 months in the company and I have not interacted to anyone outside my department. I felt a bit lost here"
Sandra realized its too late for damage control and hoped for this painful meeting to get over soon.
Problems with retaining new hires.
I have 2 questions?
1. Why Hiring process, which is perhaps the biggest cost for any company, is followed up by no or very less investment in onboarding?
2. Why do employer become lazy and complacent as soon hiring is complete?
Studies show that in any organization, around 60% of the workforce is either Millennials or Generation Z. Studies also show that 31% of this population consider leaving the organization in the first 90 days. The might not do it within those 90 days but they definitely make up their mind in the first 30 days based on how they are treated by their new employer.
Imagine, someone, going through the horrors of the hiring process and is willing to do it over again after 90 days. This shows how bad was the employee experience in that company.
43% percent say their day-to-day role wasn’t what they expected, 34% report that an incident or bad experience drove them away, and 32% didn’t like the company culture.
Widely prescribed solution by HR
I think most of the Human resources who are responsible for this kind of topics are well aware of this issue. And if you ask an HR, he will put the blame on Hiring Manager and give solutions such as open communication and regular mentoring.
Nah....not good enough!
An attempt towards Real Solutions
Be Available (it's as simple as that).
I know a lot of managers get some sort of a kick in saying...
'Oh, I am so busy'
'Oh, I have back to back meeting'
Busy is the new stupid. And if you are a manager and you are too busy to be available for the people you have just hired, then you are stupid and incompetent.
And, I don't mean available as in, email or call and I will respond. No, Everybody does that!
It means actively engaging with new hires in the first 90 days. Too much is too little here.
A well designed onboarding program:
One of the real curses of digitization is that the employer thinks that employee is OK talking to the computer and learning about their new company. Companies need to make a much better effort in designing an onboarding program for their new hires, else there are losing a massive chunk of their investment with few months of making it.
A well-designed Onboarding program should have elements of new hire journey from understanding about the company history, to culture, to colleagues, to customers. It should be a 360-degree program rather than a single dimensional.
Constantly create a safe and engaging environment
People might join a company for career or money but they will definitely stay if they feel they are being looked after and cared for. There have been many studies conducted now in the human resources area and is an established fact that the joy and happiness that comes with higher salaries fades away after some time if the purpose and aim for which an employee comes to office is not clear or becomes blurred due to lack of employee engagement or if the environment is perceived to be “not safe” by the employee.