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|Bonus Focus - Treasured Talent: Preventing Quick Quits|
By Beverly Kaye and Sharon Jordan-Evans
Your risk of losing talent is highest in their first three to six months on the job. Why might that be? Too often we choose the right people but fail to support them as they assume their new roles. It is crucial that you extend the handshake in ways that matter to each new hire.
Orientation (also known as onboarding) and ongoing support are key pieces of the selection process and will increase the odds of your new hires’ success, contribution to and tenure on the team. New hires come to an organization fully charged, excited about their new adventure and filled with energy and potential. By effectively tapping into that energy, knowledge and wisdom right from the start, you can maximize the new employee’s potential and productivity well past the first year.
We know that many quick quits can be prevented. There is a direct correlation between shortened tenure and actions you do, or do not, take (yup, sorry—you again). Develop a relationship. Show you care. Start by having conversations with your new employees.
Talk about Relationships
Talk about the Job
They joined your organization because you offered work they love to do. Are they doing it? If the job doesn’t measure up to what you promised, find ways to close the gap. Check in early and often – daily in the beginning. These questions should help:
Talk about the Organization
The people you carefully recruited and selected are now onboard. Are they wondering who or what they’ve joined? Early on, ask questions like these:
Yes, all this conversation and connecting requires time and energy on your part. But it might just prevent a quick quit!
Meeting MakersMeet with your new hires often: Daily for the first week, weekly for the first month, once every two weeks for the first quarter, then at least once a month for the rest of the first year. Build your relationship consistently. Have an “expectations exchange” with them. Clearly define what you expect from them and ask what they are expecting from you.
Here are some tips we’ve learned from savvy managers with great hiring records. With each of your new hires, try this:
Be available to support this treasured new talent in this uncertain early stage of their employment. That may mean seeking them out to see how they are doing and conveying that you are behind them all the way.
Get creative as you think about ways to welcome your new talent! Yes, all this conversation and connecting requires time and energy on your part. But think about the goal: preventing a quick quit.
Beverly Kaye is the Founder of Career Systems International. Sharon Jordan-Evans is the President of the Jordan Evans Group. This article is based on concepts from Love ‘Em or Lose ‘Em: Getting Good People to Stay by Beverly Kaye and Sharon Jordan-Evans.