5 Sure-fire Ways to Keep New Employees Longer than Six Months

In a recent survey about employee turnover, nearly 30% of 1,000 participants said they had previously quit a new job in the first six months. For everyone who knows the staggering costs associated with employee turnover and the effects it can have on an organization, this statistic is more than a little alarming.

To prevent the negative impact of employee turnover from taking its grip on your company, you need to understand what causes employees to leave in the first six months, and then decide how to address the problem. Today we’re going to look at five reasons employees leave in the first six months of employment and suggest actionable ways to address them so your employees want to stay with your company for the long-term.

Problem #1: Unclear guidelines about responsibilities

When people accept a job with your organization, it’s because they want to be part of your team and they want to be successful in their role. However, if they do not understand their responsibilities or the company’s policies and regulations, they are likely to drop the ball. This will undoubtedly lead to a mixed bag of negative emotions like frustration, anger, resentment, and disappointment.

The solution: Make sure your onboarding and/or training materials clearly outline responsibilities and expectations so new employees know exactly what to expect and what is expected of them.

Problem #2: Lack of proper training

Again, nobody applies for a job hoping to fail at their new position. A new job is an exciting opportunity filled with hope and opportunity, right? That’s true unless you start a new job and you’re not properly trained or have been given the tools you need to succeed. If that’s the case, you’ve been set up to fail. Quite often, new employees who feel like success is out of their reach choose to quit, either because they’re fed up or because they want to be proactive rather than wait to get fired.

The solution: The best way to set your employees up for success is to implement a comprehensive training program that starts with employee orientation. A well-planned and executed employee-orientation program will cut down on turnover because employees are given the tools they need to do be successful on day one.

Problem #3: Lack of appreciation

Everyone wants to feel appreciated, including your new employees. Not feeling appreciated for their contributions is one of the top reasons employees quit their jobs at any stage of their career.

The solution: There are countless ways you can make your employees feel appreciated for their contributions to the company’s success. Everything from incentives and gifts to simply telling them you appreciate their efforts can go a long way to improve your employee turnover rates. Remember: Take care of your employees and they will take care of your business.

Problem #4: Disconnection between staff and management

Sometimes a wedge can grow between your management team and the rest of your staff. That lack of communication can be costly in more ways than one and will definitely increase your employee turnover.

The solution:Put systems in place that allow for an open-door policy and regular communication between your employees and the managers that lead them. You’ll find out soon enough that simply encouraging open communication isn’t enough—managers must also have the authority to efficiently address employees’ concerns as much as possible.

Problem #5: Unfriendly culture

Make no mistake—a company’s culture has a tremendous impact on the trajectory of its future. Any company that facilitates an unfriendly or hostile culture will struggle with high turnover rates.

The solution: From day one, you should create a company culture that is warm, friendly, and supportive of everyone. This will go a long way toward increasing employee loyalty and an overall desire for success.

All things considered, it’s estimated that replacing a lost employee can cost as much as six to nine months of that employee’s salary. If making a few small changes can have such a big impact on employee retention and, ultimately, your company’s bottom line, aren’t they worth it?