This scenario is a lot more typical than you might think. And the reasons are simple. And just as common.

All too often, people join an organization because the job post’s employer branding infatuates them with the idea of working for the organization. But gives them little to nothing other than skill and educational requirements to base a love of the role on.  

So it’s easy for misunderstandings and misconceptions about the role, the team and the working environment to arise. Which can, and usually do, pretty quickly blossom into some level of dissatisfaction or unhappiness that, inevitably, result in an early exit.

Which means all too soon, their heads are into finding an escape route. Not doing their job to their fullest. So you’re stuck with two thirds to half an employee for however long it takes to find something else. So you’re paying them to find their next job. Talk about frustrating.

And then, surprise! Poof! They’re gone. And you’re back looking for a replacement. Again.

The numbers paint a grim picture indeed.

• 1 in 4 new hires exit within the first year—some studies indicate nearly 40% of new hires quit before their one-year anniversary
• Many depart far earlier than that— a significant portion of these departures (around 31-37%) occur within the first six months of employment
• Reverberations can be felt everywhere— this pattern of high turnover is not limited to specific industries and affects companies across the board. 

The seeds of early departure are sown as early as the recruiting process.

• Misaligned expectations can doom things from the start— when job duties or the company culture aren’t accurately portrayed during the hiring process, new hires are more likely to leave. 
• Onboarding deficiencies then magnify the problem— ineffective or insufficient onboarding processes can lead to a poor first impression and high turnover. 
  • Poor initial impressions solidify quickly— employees form quick judgments about their employer in the first few days and weeks, and negative experiences can be hard to overcome, quickly driving them away. 
• Lack of Career Growth— new employees often leave when they don’t see opportunities for career development or a clear path for advancement within the organization.