When employees leave before completing their first 90 days on the job, we want to point the finger. Why did this happen?

It’s the recruiter’s fault; they found the wrong person!

No, clearly the lack of training caused the employee to leave.

Wait, what about that supervisor, they are blame!

It definitely seems easiest to identify one “fall guy,” but in truth, recruiting, training, and management are equally important. Let’s break down each area.

Recruiting/Hiring

Questions for the hiring team to consider:

  • Does the hiring team understand and communicate the requirements for new employees to be successful?
  • Will job applicants understand expectations because the hiring team clearly describes the job upfront? Be sure to include responsibilities, location, work hours, and pay.
  • Did the hiring team move quickly, with a strong recruiting process that ensures they hire the best applicant for the job?

Side note: While many managers subscribe to the philosophy, “Hire Slow, Fire Fast,” I contend that “hire slow” doesn’t necessarily result in better hiring. But that’s a different topic for a different time.

Training

Training is an often-neglected area for new hires and training topics should include:

  • Provide new employees basic information about the company itself, such as where to eat lunch, norms around breaks, and other topics important to employees.
  • Assign a non-management mentor as a resource. This person should be knowledgeable, approachable, and open to questions.
  • Offer accessible and relevant training materials to support the work expected of them.
  • Ensure that new employees have space to try new things in a way that is safe for some mistakes to be made and considered a learning opportunity rather than worthy of punishment.

Management

We can’t forget the busy manager or supervisor. While having many responsibilities, they greatly influence the ultimate success or failure of a new employee.

  • Does the manager or supervisor extend trust and clearly communicate expectations, setting the new employee up for success?
  • Does the manager practice tactful candor, ensuring that mistakes are caught and corrected early, in a kind and direct manner?
  • Are key metrics and outputs measured, tracked, and reviewed?

Recruiting, training, or management gaps greatly increase new hire failure rates. Sadly, this wastes time and creates pain for both the employee and employer.

We all have areas to improve. When you look at hiring, be sure to consider all three of these areas: recruiting, training, and management.