Why do recruits come and go?

The new employee that HR finally recruited left in a few days, and now it has become a heart disease for many enterprises.

To solve this problem, we must first analyze the main reasons leading to the loss of new employees, and then prescribe the right medicine to effectively improve the retention of enterprises.

0 1

Why is the survival rate of new employees always low?

According to public survey data, the general survival rate of new employees is only 70-80%, which means that nearly 20-30% of them are lost.

As the saying goes, every family has its own problems, and every enterprise has its own shortcomings and deficiencies.

As young job seekers become more impetuous and have higher and higher expectations outside of work, it is not surprising that the turnover rate is so high.

02

How to improve the survival rate of new employees?

▌ An unforgettable first day was prepared for the couple.

After several interviews, you finally got the offer from your dream company, and you were happy to report before the appointed date.

But when you get to the office, you find that there are no computers and stationery on the workstation, and even the previous documents and sundries are full.

The good mood suddenly fell to the bottom, and you even had the idea of leaving your job ... is it a familiar scene?

A good beginning is half the battle.

For newcomers, the first day of reporting to the company is particularly important. Once preconceived ideas are formed, it is difficult to change them.

So how to prepare an unforgettable first day for newcomers?

●? On the first day of employment, prepare necessary office supplies and clean and tidy desks for newcomers;

●? The administration leads them to be familiar with the distribution of various departments of the company, including the location of restaurants and bathrooms;

●? The team designed a grand ceremony for the newcomers to help them get to know the team members quickly;

●? Arrange for someone to have their first lunch with the couple;

●? On the first day, let the newcomers get off work on time and never let the newcomers work overtime! ! !

Shaping corporate culture

Society is a big value-added tax, and companies are also small value-added tax.

The corporate culture of a company will also exert a subtle influence on everyone who works in it.

Do start-ups also have corporate culture? Of course, in addition, its corporate culture is more closely related to its founders.

Are you trying to be happy, or are you trying to pretend to be busy and pass the buck? Is it seniority or strength?

In fact, these new employees can feel it slowly, which will also affect their work behavior.

Does this have the expected effect on the training and requirements of new employees? This seems to be a question of chicken laying eggs and chicken laying eggs.

Therefore, corporate culture is the soft power of enterprises, and its energy should not be underestimated.

If we don't look for the reasons after the loss of new employees, let the number of new employees keep decreasing after they are recruited, and then spend energy to recruit a new group of employees, it will be extremely unfavorable to the development of the company.

Therefore, digging deep into the root cause of new employee turnover is a necessary measure to ensure the healthy development of the team, which deserves your HR's understanding and attention.

Conduct systematic training for new employees.

In order to make new employees familiar with their work and integrate into their roles as soon as possible, induction training is essential. Don't skip this key link just because they are start-ups

There is no time and financial resources to do systematic and in-depth training, but also to do essential training of corporate culture, products or services, teams and so on.

Moreover, this kind of training can't be completed by randomly assigning individuals. Don't tell me something for yourself. Come to me if you have any questions.

Regarding the training of new employees, this is really cost-effective.

Newcomers know each other and soon find a sense of belonging;

Quickly understand the company's business process, division of labor and corporate culture;

Get the opportunity to communicate with management and improve the sense of identity.

Unfortunately, many so-called big companies don't arrange training for new employees.

The boss thinks that it is too expensive to spend 1 day or even 2 days on intensive training for new employees, and there is no visible effect.

However, bosses ignore the high turnover rate of business personnel, as well as the substantial increase in recruitment costs and personnel costs caused by turnover. ...

▌ Let the mentor really play a role.

Some companies recruit new employees and let department heads or old employees train, but these training directors are very busy. Many times, they just let new employees do some chores. Doing this and that will make new employees feel that they are doing odd jobs.

The result of letting it play freely is that new employees will do according to their own ideas, and the result will often fail, which will easily make them lose confidence and resign. Even if you stay, there may be various problems, laying hidden dangers for future work.

▌ Make new employees feel warm

How to make employees feel warm? This is reflected in many small details.

For example:

You shouldn't welcome a new employee like this: he/she is taken to a dusty and messy table. As soon as he/she turned on the computer, he/she was stuck with the password set by the old owner. He/she asks about personnel, does not understand personnel, asks about technology, and so on. Please imagine how new employees feel-the process is chaotic and unprofessional. ...

For example:

The direct leader of the new employee should bring the new employee to know everyone, especially the colleagues who have more contacts in the future work;

For example:

Don't let new employees have lunch alone. Many bosses may think that everyone knows this, but the direct leaders of new employees may not notice it, or they may be stuck in something.

In the first few days of a new employee, as a manager, you must spend more time to follow up.

Do you want to ask employees whether they adapt to this environment? what can I do for you? What is your understanding of work?

Give more guidance to his work. Be sure to make employees feel that you really care about him and help him. This work will last at least three days.

In addition to explaining the system and regulations, HR should also tell newcomers more about the catering and traffic conditions near the company, what activities the company will hold and so on. Ask him about his hobbies and recommend his colleagues with the same hobbies. ...

▌ Agree to communicate work objectives.

Maybe the probation target you set for new employees is not high, but as a new employee who is not familiar with the situation, it is difficult to achieve.

Therefore, you need to fully communicate with the probationary newcomers and tell them the specific implementation path and successful cases; When a new employee is confident in the goal of probation and works hard, maybe he won't leave.

▌ Do a good job in planning and division of labor for caring.

Many companies lose new employees, and the business department will first say that the person recruited by HR is not good, and HR is also very innocent, saying that this candidate is obviously yours. Now that the newcomer has just left for a few days, it is obvious that the business director will not bring anyone.

The problem behind it is that many enterprises lack a unified understanding of caring for new employees, but they don't know that both HR and business departments should bear the responsibility of this work.

There is an old saying: what is foreseen is established, and what is not foreseen is abolished.

My experience:

Led by HR department, make an effective new employee care plan, including what HR is responsible for and what business department is responsible for, and make clear definitions and requirements.

1, official probation interview

Three months is fast, and it's time to make a good summary with your new employees when they become regular employees.

How well the new employees have done in the past three months, what needs to be improved, how to improve their personal ability, and the focus of work in the next six months.

2, adhere to the personnel inventory.

Nowadays, more and more enterprises begin to use personnel inventory tools. Similarly, for new employees, problems can be found in time through continuous personnel inventory and intervention and improvement.

In our company, we usually make a centralized inventory of newcomers once a month. The dimensions of the scale are different from those of the old employees, mainly including: team integration, learning ability, phased goal realization, value identification and problem points.

With this information, HR's work will become targeted and get twice the result with half the effort.

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