This is Laura Lee Rose, a business and efficiency coach that specializes in professional development, time management, project management and work-life balance strategies. The Professional Development Toolkit package covers professional development and real-world IT topics in detail. If you are interested in inexpensive training in these areas,get signed up
I received the following questions about why new employees leave a job:
- Why do new employees leave?
- How can a company on-board them immediately and create an environment that makes new employees want to invest in their future with the company?
- they are frustrated with the work that they are assigned;
- they are offered a better job;
- they are the wrong fit for this company/job.
To avoid some of these issues, do your homework:
1) Make sure you do your due-diligence in the interview process. Understand their motives and career goals. As best as you can, make sure their career goals, personalities and work ethic meets and matches your needs.
2) Have copies of your company policies, orientation materials and task procedures (that they will be responsible for) for them. Make sure your training and procedures are well documented with steps, the reason for doing it this way, and your success criteria (how they know it’s completed correctly).
3) Provide career support. Partner the new employee with a buddy and a mentor. The buddy system gives the new employee someone to go-to to ask daily questions. The mentor (which is a different, higher-level person) helps them stay future career focused. Also, setup regular one-on-one meetings with the manager. The meetings can be as frequent as once a week but no less than once every two weeks. The meetings can be as short as 15 minutes but schedule at least 30 minutes in the calendar. This gives them a known and regular time to meet with their manager. This support encourages transparency and open communication.
This reduces the incidents of “they are frustrated with the tasks they are assigned”. Also – by building a good working relationship with their managers and co-workers, they will see this as “the better job” – reducing the ” they are offered a better job”.
In the Professional Toolkit, I provide worksheet, templates and guidance on how to accomplish these things. In my Book of Answers: 105 Career Critical Situations, I have 105 work-life scenarios like the above. The scenarios show how to accomplish your goals in similar situation.
For more information on how to get this toolkit or the “Book of Answers“, please contact LauraRose@RoseCoaching.info