Are You Risking Quick Quitting?

One minute your new employee is there and the next moment they are gone. They are the latest Quick Quitter.

Leaving a job before the end of the first year of employment is a ‘Quick Quit’. And YOUR company, business, store, office may be at risk.

Quick Quitting Costs You!

Any decrease in employee retention will cost a company and disrupt a team, slow down work, cost you sales, make you miss deadlines. There are other costs that may not be so obvious, but that will impact the bottom line profits:

• Recruiting costs to replace them
• Increased workload for remaining team members, with possible overtime
• Lost knowledge
• Training for their replacement
• Loss of productivity as replacement gets up to speed

Stem the Quick Quitting With these 5 Actions

There’s good news: employers can influence the retention of their new employees and enrich the satisfaction of the existing team (cutting the chances of that other QQ: Quiet Quitting!).

One of the most effective ways to increase retention is to ensure a positive onboarding experience. Review your processes for opportunities to improve and include these proven best-practices:

Document your onboarding. This simple step is easy to do… which means it’s easy NOT to do! Include these must-haves in your onboarding process:

1) Include the tools for the position (laptop? passwords? Profile for the company internet? Desk? Phone? Access to WIFI? Badge access to all the needed areas?)

2) Make sure the steps of onboarding unfold smoothly by including the departments and people that have tasks when a new employee starts working. Give adequate time to get those tasks done before the employee begins. Not having a computer or access to the system on their first day makes a person feel unwanted. It also wastes their time and the payroll.

3) Examine all of the ‘required stuff’. A first day spent slogging through paperwork and outdated videos in an airless room sets a bad precedent for what daily work will be like for the new employee.

*What forms are truly needed?

*Can a mentor guide them through some of the content and give them a break from endless pages of print?

*Can the forms be shortened?

4) Have a ‘Welcome package’ ready for them on their first day. The contents are up to you; check out these suggestions to supplement your own ideas.

* Personal letter from the Big Boss

* Logo t-shirt

* Logo water bottle or coffee mug (or both)

* Personalized business cards

* Name badge

* Snacks like a cookie, nuts, granola, etc. Include vegan and gluten free options.

* Pen personalized with company name.

* Favorite business book

* Copy of the latest company newsletter

* Cheat sheet of company holidays, frequently-used phone numbers, affordable local breakfast/lunch spots, location of meeting rooms, etc.

4.5) Have a Welcome Email waiting in their in-box. Include this key content:

*Let them know you are happy to have them join the company.

* Give them an overview of the first week.

* Tell them when their touchbases will occur: once a week for the first month? At 30–60–90 days?

5) Have their Three Things defined for them. The Three Things will be the way they explain what they do when introduced to coworkers.

Make sure at least one of them is a short term goal that can be achieved within the first two weeks of employment. Achieving the goal, which you will recognize and provide feedback once achieved, will increase engagement and attachment to the company and their identity within it.

Three Key Takeaways

1. Quick Quitting: when employees leave a position within a year of being hired.
2. Rapid employee turnover, which includes quick quitting, is costly for an organization.
3. A positive onboarding experience will decrease both Quick Quitting and Quiet Quitting.

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These short articles have more easy steps to navigate the Quick/Quiet business challenges:

And it's not too late for you to do your yearly career tune-up before the January shakeups!

As always, comments welcomed!