44 Days

CONVINCING NEW HIRES TO STAY PUT

It takes 44 days to convince a new hire to stay put. That is a short window, especially with many new employees feeling regret within the first two weeks of a job acceptance. In this newsletter we are breaking down how to keep new employees, and how to build a workplace that makes employees want to stay.

EMPLOYERS HAVE 44 DAYS TO CONVINCE A NEW HIRE TO STAY

"Employers have 44 days on average to “make or break” a new hire, and first impressions make a lasting impression, according to a Sept. 20 report from BambooHR, a cloud-based human resources

platform.

About 44% of new employees say they have regrets or second thoughts about their new job within the first week, and 23% cried during their first week, according to the report.

“These findings show that recruiting top talent doesn’t end with an offer letter,” Anita Grantham, head of HR at BambooHR, said in a statement."

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MANY NEW HIRES FEEL REGRET IN FIRST TWO WEEKS

"A new onboarding study reveals that companies have just 44 days on average to convince new hires to stay, and that first impressions make a lasting impression, for better or for worse.

The study released by BambooHR of 1,565 full-time U.S. employees and 500 HR professionals showed that 70% of new hires decide if a new job is the right fit for them within the first month, with 29% knowing within the first week. Alarmingly, 44% of new employees have regrets or second thoughts about their new role within the first week, with 23 percent admitting to crying during their first week.

One solution to this problem is simple, the survey noted. New hires value workplace friendships more than meeting the CEO, with 87% hoping to make a friend at work, and 93% wanting to shadow a colleague."

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HOW TO CREATE A COMPELLING WORKPLACE TO KEEP EMPLOYEES

"What makes a workplace viable? And what keeps employees engaged, happy and productive?

Value.

We provide value to employees by giving them opportunities to apply their skills, grow and generate income, and workers provide value to us in the form of talent, insight and time. With labor demand still high and wage growth continuing, we must emphasize giving value to our employees. Professionals today have options — it's a worker's market. Consequently, we've got to give staff a compelling reason to partner with and stay loyal to us. Let's look at a handful of strategies (those I use in my business) to generate greater value for employees while getting the best work and keeping them on the team."

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