Employers might be surprised to learn that they only have five days to impress new hires – this is how long it takes 41% of new employees to decide if they will leave a new job. And even if your new hire decides to stay, it doesn’t mean they’re in it for the long-haul with 48.4% actively looking for work for up to one month after starting their new job.
It’s apparent that new employees aren’t loyal to a company until they are certain that the role is what they expected. Luckily, findings point to a few key reasons why a new recruit would leave in the first week:
Unfriendly Work Environments
Unfriendly work environments came out as the number one reason a new employee would leave so quickly. Our survey shows that 51.2% of new hires admit that a hostile working environment would make them reconsider the job. Starting any new job can be nerve-racking and an awkward or difficult atmosphere can make learning the ropes, and doing your job even harder. It is interesting to note that 11.3% of people said that just hearing negative stories about the company from other employees would give them enough of a reason to leave, even if they hadn’t experienced it first-hand.
If your new recruits are leaving due to poor working environments, this is a broader issue that impacts your entire workforce. However, everyone has their own opinion of what a working environment should be so it’s not surprising to learn that even the best workplace could still make a new recruit change their mind. One solution is to offer a support network for new recruits and ensure they have a buddy, mentor or friend to turn to if they are experiencing any problems.
Lack of Opportunity
Another key reason your new recruits aren’t sticking around is a lack of opportunity for progression in the company. Our research shows that 42.1% of workers would leave a new job if they didn’t see room for advancement. This, combined with the fact that 93% of staff feel more valued at work when they’re offered training opportunities, further confirm the importance of learning and development in the workplace.
For new recruits, training programmes and development can first be discussed in the interview stages. When your new employee then joins the company, be sure that they are aware of the opportunities on offer to them so they will stay happy in the knowledge that they can progress in their career.
We all know the importance of fair wages, and new recruits can be especially sensitive to the issue of pay as 18.2% will choose to leave if they feel underpaid. While your candidate has agreed to a certain salary, if they learn the job is much more involved than expected, or it comes to light that others are earning far more, they could have one foot out the door.
If your company can’t offer the most competitive wages, you should at least ensure fair pay across the board – no one likes to learn they’re being paid less than a colleague in the same position! Wages can also be supplemented with other benefits and workplace perks; these could include anything from free tea and coffee to organised staff events. Whatever the perks, it’s important that they are offered as a reward to keep your staff motivated and happy, and not as a substitute for fair pay.
Dealing with poor management is not easy at the best of times and it’s even less helpful when you are starting out at a new job – 15.2% of workers admit they’d leave a new job if they were faced with bad management. As they say: “workers leave their manager, not their job” so it’s important to recognise the signs of poor management – anything from poor communication, a stressed workforce or low productivity should be red flags.
To avoid these situations make sure there is someone staff can approach if they are experiencing any problems. Build a strong workforce culture by showing staff they are appreciated, and be sure to keep lines of communication open. As a manager you should support your new recruit, offer feedback and make sure they are happy with their new role.
The research clearly shows why new hires might be heading out the door as quickly as they came in. Luckily, organisations can learn from these mistakes – by understanding the main reasons a new recruit might decide to leave, and putting systems in place to correct the issues, you should be able to reduce turnover and improve overall morale.