5 reasons why new hires quit and what can you do about it

Congratulations! You’ve made it and you’ve got a new job. The recruitment process may have taken weeks, sometimes even months, to lure, interview, and assess candidates with the skills and experience that meet the company’s needs. And you - yes you! - were chosen, and you accepted the job offer.

You are feeling excited and perhaps also a little terrified; it’s a new company, a new business, new colleagues.

​You may have heard of the first 100 days rule—the period where you should show what you’re made of, score some quick wins, make a game plan, and prove your mettle.

However, nobody talks about the doubts that may arise in your mind during this time.

Out of the blue, doubts hit you: Was this the right decision? Is this the right company for me? Is this the right position for me? Is my boss right for me? No matter how much research you’ve done beforehand, some surprises or disappointments may still arise once you’re inside the company.

The employer has informed the recruitment agency and other potential applicants that the position has been filled. They trust you are settling in securely in your new role, unaware that you may be having second thoughts.

Statistics in the U.S. (2018) show that 28–34% of new hires quit within their first 90 days—that’s nearly one-third of new hires. The numbers in Europe are similar.

A wrong hiring decision is catastrophic to the company and to the employee. Actually, it is usually much more devastating to the hired employee, but still, they choose to leave even without a new job in sight. Why?

Today, in many European countries, there is a talent drought—there simply aren’t enough qualified professionals for each position or company. That’s why employees dominate the labor market. In the current market, all job seekers and candidates have multiple options with multiple employers. So, professionals probably get a new job quickly.

The reasons for leaving are multifaceted.

1. The recruited professional may have received a better offer from a different company or accepted a counteroffer from their current employer even before they officially start in the new company.
2. The recruit did not do good enough research initially on the new company, its business, and the job itself. The pleasant expectations turn out to be disappointments.
3. The business suffers sudden setbacks: business drops due to changes in legislation, or the company’s reputation is ruined by misconduct.
4. Working hours do not suit the new employee.
5. Colleagues turn out to be incompetent or not as competent as the recruit expected them to be.
6. The chemistry with the team or supervisor is off, making cooperation too uncomfortable.

How to stop new recruits from leaving

1. Make sure the candidates are given honest information about the company, its business, its challenges, opportunities for growth, and personal development. Be transparent; don’t sugarcoat.
2. Ask throughout the interview what other opportunities or discussions the candidates are considering, and how your company’s offer compares. The candidates often say that your offer is the most interesting and appealing but hold your horses. What else can they say? Realize that it’s a tough competition for talents out there on the job market: your company is not the only one luring new hire. You must promote the company and job to the candidates. If you act stuck-up like in the earlier days “Let’s see, if you are good enough for our company”, your company and you as a recruiter have already lost the game.
3. Make sure that the on-boarding program is designed properly and that everyone understands the importance of welcoming the recruit.
4. You simply cannot start the on-boarding early enough: it starts right after your have signed the employment contract. Send flowers or a company hoodie, or invite the person to join company social activities to get to know people before the official start, if possible, without conflicting with their current employment (e.g., if you aren’t competitors). Maintain the excitement of joining the team so they don't start to look at other options.
5. As a supervisor or a recruiter, maintain a regular connection with the recruit after she has begun to work at your company: identify early enough any pain points in the job or the environment that the recruit may suffer. Be aware of the weak signals. Make the recruit feel wanted, seen, heard and appreciated.

What can you as a recruit do if you start to have second thoughts? 

First things first: understand that a culture shock may be inevitable. You are in a new company and in a new role now. Even though you have an amazing track record, you're in a new ballgame. Remember that your previous successes are the foundation of your competence and confidence but you should also be humble, curious, open-minded, and ready to learn. If you come to the company to “show how things were done in your previous company”, you may have signed your own (not to pleasant) destiny. Show respect for others if you want to be respected; things can be done differently and still be right. Be tolerant.

Learn the company culture, get to know and understand the organisational structure and the people. Find out also the informal organisational structure: who gets things done and who has the most influence.

Start doing. Quick wins that are long overdue in the company can build your credibility, as long as you’re not trying to make sweeping changes all at once. Even 100 days is not enough to change “everything”, but it’s enough for quick wins and to make a strategic plan, a concrete road map. You are not there to create chaos, but structure and success.

Do not step on others’ toes, rather concentrate on making friends and perhaps also allies that have a similar vision and way of thinking. There is not much you can do alone so get to know people across the company, also at different levels. Remember, assistants or secretaries (if the latter still exist) are a powerful ally – they understand who decides on what and who to contact if you want to get things rolling. 

Do not give up too easily! Easy successes do not necessarily last for long.