New hires are a risky group, especially in these days when many people have to work remote. The daughter of a friend quit her first job last week, after six months. Her boss and other people in the organisation were surprised. Some of the comments she got: You just started. You were doing so well. The first six months are always a bit boring.
I talked to her, and she told me that during these six months hardly anybody, and certainly not her boss, had asked her: “How are you doing?”, or “How as your day?”. She had started in the new job with much excitement and with high expectations. But unfortunately it had turned out to be a bit different. The start was slow, and as she had to work out of home most days, it was difficult to get to know new people, and learn better what was expected of her. Part of the work was very boring, and certainly below her level.
She tried to address it. A bit hesitantly, as she didn’t want to some across as a spoiled Gen-Z girl. The reactions she got were mainly: this is part of the game, we have all been there, and it will become better later. When a recruiter she knew phoned her with another opportunity, she decided to take follow up on this, and. she got the job.
A simple tool to reduce new hire turnover
Had the organisation used a simple tool, they might have avoided this new hire turnover. Just ask your new people to send you the answer to the following question at the end of every working day: “How was your day?”. Do this for one, three, six or even twelve months. Not anonymous.
Below you find a graph with the outcomes of a fictional employee during the first 25 working days of employment. If you are able to compare the outcomes to other new employees, the information becomes more valuable.
If you would sit down with this new employee after one month, or maybe already after Day 9, you have something to discuss. Why was Day 1 only a 6? Why was the rating for Days 9, 16 and 23 so low? Why was Day 19 a highlight?
Just ask some questions, and don’t wait too long. Show that you really care.
Have a look at "Talking HR Trends with Natal & Tom"
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