The main reasons employees turnover in the first 90 days include:
- Uncertain expectations: When expectations from the department manager or organization are not clear from the beginning, new employees are put in a position to think on their own and assume what’s expected. This causes frustration and confusion for all involved.
- Personal conflict: If a new hire doesn’t get along with his or her manager or coworkers, it can prove disastrous. Positive relationships and compatibility are key for employee engagement. If there is a conflict that exists, and he or she feels disconnected from the team, the new hire might believe there is no future in that community.
- Lack of training: When new hires don’t get the training they need, they are likely to feel they don’t have what it takes to be successful, and they will get out before they find themselves under Training is often the major objective in taking a position in their area of interest. If they don’t get training or realize the organization puts little emphasis on learning, they may feel the position is a dead end.
- Feeling unwanted: Employees who don’t receive time or attention from their manager or aren’t able to connect with other colleagues, thus feeling isolated and unhappy, are more likely to leave.
It’s noteworthy that you can completely avoid the situations that cause new employees to leave. Communication and connections are the primary drivers of engagement success. When the recruitment process is tied together tightly with the community’s mission, values, and expectations, new employees have a solid chance to feel engaged. They will better understand their role and how it fits into the culture of the community.