It has happened to all of us at some time or another. We just had to have that new coat, pan, eyeliner, or wallet and then we get home and regret spending our hard earned bucks on something that was likely an impulse buy caused by being too caught up in the moment.
The same thing happens to new hires after accepting jobs all the time. They get caught up in the moment and accept the job offer, but then end up regretting the decision when promises go unfulfilled or the job doesn’t turn out to be quite what they thought it was. Having employees quit shortly after hire can be hugely costly for an organization, so it is important to make sure that your onboarding policies are not contributing to new hire “buyer’s remorse.”
Make a Realistic Job Preview Part of the Hiring Process
Sometimes the most lackluster employee candidates can put on a great show in an interview, produce worthy credentials, and procure sterling references but then fall short when it comes to actual abilities. Having employee candidates perform a real, typical, on-the-job task to the best of their ability can show employers how the employee will perform if they are hired. Employees will also see a more realistic view of what work life will be like daily, so they can make a more informed decision about accepting a job offer.
Evaluate Employee’s Personal Compatibility
In most organizations, an employee candidate will do more than just their job; they will also interact with the other employees and managers every day. If an employee’s personality is incompatible with the company culture, it is unlikely that the employee will last long. Interview questions can be geared towards bringing an employee’s true personality out.
Make Orientation Count
Orientation is often a hum-drum event in which new hires fill out some paperwork, go over the handbook, and maybe watch a video. While these tasks may be necessary, the goals of orientation should be to make employees feel like they are a part of the team and to help employees understand what to expect in the future days and weeks. Giving employees a tour and introducing them to other employees can go a long way towards preparing someone and making them feel welcome.
Use a Buddy or Mentoring System
Starting at a new job can be lonely and frightening. Giving a new hire a life raft to latch onto in the form of a mentor or buddy can make all the difference. New hires will often feel more comfortable asking veteran employees questions than going to a manager.
Organize and Communicate the Training Plan
Two of the main reasons that new hires site for quitting a job is a lack of training and a lack of clarity in expectations. Every new hire will need some sort of training, so it is in an employer’s best interests to determine where the skills gaps lie immediately and then put together a clearly defined plan that will bring the employee up to speed. The training plan and the expectations for what the employee should know after completing training should be clearly communicated on day one for best results.