According to a survey done by an American recruitment firm on 1,500 workers in 2018, 33% reported quitting their job within the first 90 days of employment. In other words, for every 3 employees that are hired, 1 of them will quit within the probationary period. We can expect a larger statistic with the Covid-19 pandemic and the Great Resignation. Considering the time, money and resources to source, hire and train candidates, this is a highly undesirable outcome.So, what is causing this alarming rate of 90-day quitters and how can we prevent them?
Many people feel that the roles and duties set out by the employer during the interview/training process were different from what actually occurs on a day-to-day basis.There are a few ways to resolve this:
One of the most common reasons for leaving is a toxic or incompatible work culture. Employees often seek a work-life balance, flexible working conditions and opportunity to express their concerns freely. Managers may have to revisit or remould their company culture by reinforcing employee friendly policies at work. 3. Relationship with ManagerA survey done on 2,100 UK employees found that 47% of employees left because of a poor manager while 38% stayed longer because of a good manager. Evidently, a good manager dictates employee commitment to some extent.Employees look for respect, honesty, collaboration and recognition from their managers.Managers can strive to develop these qualities and continue to engage in meaningful conversation with their employees to ensure their needs are being met.Managers should:
Celebrating the 90-day milestoneBelow are some ways you can show appreciation for your employees once they pass 90 days at work:
At the end of the day, all employees want to feel appreciated and rightly so. Are you showing appreciation for your employees?
