Why New Hires Leave: Common Causes and Solutions

Published on
Mar 22, 2024
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High turnover among new hires is a common problem faced by many organizations. Experts point to a study that showed that 20% of turnover occurs within the first 45 of employment. This can be a major issue for organizations, as losing new employees puts teams in a bind not only from a productivity standpoint but also financially because of time and money lost to recruiting and training. In this guide, we will explore the causes of high turnover among new hires and strategies for reducing it.

Causes of High Turnover among New Hires

There are several reasons why new hires may leave an organization shortly after starting.

Lack of fit with company culture

When new hires don't align with the culture of the company, they may feel out of place or uncomfortable in their new role. They may struggle to connect with their colleagues, and may not find the work environment to be as enjoyable as they had hoped. This can lead to disengagement and ultimately, to leaving the company.

It's very difficult for outsiders to get a sense of company culture beforehand so make sure you pay special attention to this when looking for that next hire.

Poor communication and onboarding process

New hires may feel unsupported if they don't have a clear understanding of their role or if they don't receive proper training. A poor onboarding process can also lead to new hires feeling isolated and disconnected from their team, ultimately ending up with their exit.

Unrealistic job expectations

New hires may find that their job is not what they expected, or that the responsibilities and workload are too much for them to handle. Even if candidates don't ask about it, it's incumbent upon interviewers to properly communicate the day-to-day activities of a role and what they can expect to face in terms of work and time commitments.

Limited opportunities for growth and development

New hires may become disenchanted if they feel that there are no opportunities for advancement or professional development within the organization. This can lead to them feeling stagnant in their career, and can ultimately lead to them leaving the company in search of more opportunities.

Conflict with team members

New hires may struggle to get along with their team members, which can create an uncomfortable work environment. This can lead to tension and negativity, and can make it difficult for new hires to perform their job effectively.

It's worth considering bringing candidates in for a working day or having them work on a project with a real team to see how they mesh with the culture of the current group.

Strategies for Reducing High Turnover among New Hires

To reduce high turnover among new hires, organizations can take several proactive steps.

Improve the hiring process

By clearly defining the job requirements and expectations, organizations can ensure that they are attracting the right candidates for the role. Assessing candidates for cultural fit can also increase the likelihood of finding a good match for the role. Additionally, providing realistic job previews can help new hires understand what to expect in the role and make an informed decision about whether the job is a good fit for them.

Enhance onboarding and communication

Developing a comprehensive onboarding program can help new hires feel more welcomed and supported in their new role. This can include providing training on company policies, procedures, and expectations, as well as introducing them to their team and other key stakeholders. Regular feedback and support during the first few months can also help new hires feel more connected to their team and more confident in their new role.

Foster a positive work environment

Encouraging teamwork and collaboration among employees can help create a positive work environment. Providing opportunities for growth and development can also help employees feel more invested in their role and the company. Addressing conflicts and issues promptly can help to prevent small issues from becoming bigger problems that can lead to high turnover.

Continuously evaluate and improve the process

Regularly assessing the effectiveness of the hiring, onboarding, and retention processes can help organizations identify areas that need improvement and make necessary changes. This can involve gathering feedback from new hires, as well as tracking metrics such as turnover rates, engagement levels, and productivity.

It Takes a Team to Make New Employees Successful

Reducing high turnover among new hires is essential for the success and productivity of any organization. By taking proactive steps to improve the hiring and onboarding process, organizations can increase the likelihood of retaining its newest employees. HR managers and team members can play a vital role in implementing these strategies and creating a positive work environment for all employees.

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