How to Lose a New Hire in 10 Weeks

Most organizations agree that they hate losing a new employee, but these same companies, especially large ones, are often crippled by fear of change.This fear is exacerbated by a corporate landscape that has shifted dramatically over the last 5 years. Increasingly sophisticated technologies have opened a Pandora’s Box for organizations that try to keep great talent by using the same old school methodologies. It almost seems as if some companies are trying to lose great talent rather than face the brave new world that lies before them.

Therefore, in order to save these companies time, we offer the following action items to help accelerate the process of losing great new hires:

1. Do not foster new relationships during a new hire’s first year!

Relationships are the strongest bonds a new hire can make within a company. Whether it’s simple morning greetings, water cooler chit-chat, or meeting with other newbies or their mentor, having an office friend has been proven to provide new hires with huge motivation, faster growth and greater productivity! Stats show if an employee has just one friend at work, they are 30% more likely to stay with an organization. Even chance encounters and interactions between knowledge workers improve performance. Google, and Pixars’s collaborative office spaces allow employees to ‘casually collide’, aiming for what Steve Jobs called “unplanned collaborations.” On the flip side, isolation is the silent destroyer of new hire success. So, if you really want to lose a new hire, make sure you discourage them from forming new relationships!

2. After Onboarding — let your hires Sink or Swim!

Most companies have an onboarding/orientation process that might last up to 30 days. After that, it’s up to the manager to keep their new hires engaged. Depending on the position, it may take 3–12 months for that newbie to ramp up to productivity and achieve full assimilation. Those managers and organizations who do not carve out a path of engagement for their new hires — measuring how they are doing and feeling around their job, company, and culture — follow the common practice of “sink or swim.” If your managers are busy with their existing team, project deadlines, and don’t have appropriate coaching experience — that’s perfect! Having no plan in place to properly assimilate an employee after onboarding, leaving their best employees to sink or swim on their own, is a perfect way to lose a great new hire.

3. Don’t engage in Company and Career Goal discussions!

As I mentioned above, all employees (and especially new ones) love to know that there is a clearly marked road to success mapped out in front of them. That if they work hard and achieve their goals, there is a path to a bright future at their organization. On the other hand, when employees do NOT have a clear understanding of their growth potential and opportunities at a company, engagement can quickly decline. “For lack of vision the people perish” the old saying goes — and so goes your good talent right out the door for failing to provide them with a vision for their own success. But that’s what you wanted, right? So congratulations!

4. Do not standardize the First-Year experience!

Not having a consistent first-year engagement experience for newbies is one of the best ways to lose great employees. Without a standardized, company-wide experience for all employees, there is no way to measure what managers are doing right or wrong, or what new hires are experiencing and why. Do all managers provide the necessary activities, conversations, questions to their new hires equally? If they haven’t implemented a trustworthy, transparent process, companies have no reliable data to measure or diagnose! Is the manager a good coach? How are they engaging that new hire? Do all new hires have a mentor? Who knows?! In today’s complex work environment, sophisticated engagement technology can allow companies to ensure all their managers have standardized, automated workflows and conversations at key times. This gives visibility into the employees’ first 30–90–180 days. Such a system can be invaluable in helping to guide and manage the new hire experience. Not only will it free up managers’ precious time, but it also provides the newbie with a consistent, powerful first year experience. But if your goal is to lose those newbies in record time, stay as far away from a standardized system as possible!

5. Don’t use New Hire Engagement Technology !

If you really want to go the extra mile in promoting disengagement at your organization, assume your managers CAN do it all and DO know best. On average, managers tend to severely overrate the assimilation level of their new hires. Recent evidence indicates that managers frequently overestimate their newbies’ actual ratings of their experiences by a scale of 5 to 1. NCR’s use of Yoi’s employee success platform showed a 75% reduction in turnover…in a high turnover work-group! And another one of our clients experienced a 63% increase in new sales reps booking rates in months 2 thru 7 after implementing Yoi’s New Hire Experience solution. But again, if your intention is to lose your great new hires, then by all means continue to strictly rely on a technology-averse ‘business as usual’ approach. Keep your managers overwhelmed with manual tasks. Do not incorporate any automated engagement solution that measures how the newbie is actually feeling or doing after the initial 30-day onboarding. No automated system means the manager remains overwhelmed, the company inconsistent in engaging the employees, and the new hire heading quickly for the exit!

In conclusion, nobody wants to lose great new hires, if for no other reason than the cost of finding and replacing them is so high. Having a new hire experience solution, featuring timelines for actions, tasks, critical conversations beyond the standard 30 days, will bring visibility to the employee’s critical first 180 days. Automation and feedback will free up manager time — allowing them to be more strategic with their focus. Powerful analytics will provide execs insight into new hire and managers strengths and weakness areas. Keep your eyes peeled for further impressive results in the sequel to this blog, “How to win-over and keep good employees in just 10 Weeks”!

Want to see what the most progressive organizations are now doing? Book a demo here.

Photo: “How to Lose a Guy in Ten Days” Film

Doug Hartshorne is a Human Capital Strategist and Account Manager for Yoi Corp, a new employee success and engagement platform proven to maximize employee productivity, engagement and retention. Yoi’s new employee success technology utilizes predictive and prescriptive data analytics within a workflow automation framework to facilitate the most critical workplace conversations and activities.

Jennifer Thibault is the Lead Content Writer and consultant for Yoi Corp. At Yoi, she uses her background in employee engagement, strengths-based coaching, and culture change to help enterprises create exceptional experiences for their new hires.