Work-related stress is a reality for most employees, but it may be surprising that stress is most prevalent when starting a new job.There are two core reasons for this: poor or non-existant onboarding practices, or the realization that the job or workplace is not as expected. The latter might be referred to as the “post-recruitment surprise,” when new employees realize their expectations for the job and/or organization will not be met.When the workload is heavier than anticipated and work/life balance is compromised from the get-go, many new recruits don’t hesitate to quit immediately. This reality is even more poignant as it relates to attracting, engaging, and retaining Millennials who are “working to live,” as opposed to the Boomers who were “living to work.”
How to prevent this type of turnover:
During the recruitment process, give the candidate an accurate look into your organizations’: values, beliefs, mission, goals, and culture. Open your Kimono, as I say in my keynote speeches. By doing so, both you and the candidate will see if there is a mismatch between the person and the job.
Likewise, encourage candidates to openly share their expectations, values, beliefs, and desires.
Clearly establish and document the competencies required to perform each position and job function.
Ensure there is a good fit between a candidate’s skills and the job requirements by conducting a strong, competency-based selection process.
Provide an awesome onboarding experience to the candidate. For eight awesome ideas on onboarding, see my blog post.
Give new employees information on what to expect on their first day and beyond. Also make it clear as to what you expect from them, sharing how their performance will be managed and measured, as well as your organization’s approach and commitment to learning & development.
Conduct new hire surveys to discover how the post-recruitment and onboarding processes could be improved upon.