To thrive in today’s economy, finding and retaining the best employees is important. Your business relies on a competent, experienced team that can work effectively and efficiently. According to survey results published by the Society for Human Resource Management, retaining newly hired employee is a problem for 90 percent of employers. Frequent turnover has a negative impact on employee morale, productivity and company revenue, not to mention the actual cost of replacing and training new hires.
Want to hear some good news?
You have the ability to keep new employees rather than lose them. Let’s look at why recent hires leave.
Why do recent hires leave within six months?
- The job doesn’t meet their expectations
- They don’t like the company culture
- They don’t see a path for advancement
- They dislike their boss
What do these reasons have in common? Communication! Here’s four ways you help protect your business against losing new employees for these common reasons. Read the rest of the article written by Kristin Scott, HR Professional.
Organizational Culture: Hire and Fire for Fit
When I interviewed for my last job, before starting Candid Culture, the CEO put a mug in front of me with the company’s values on it and asked if I could live by those values at work. He was smart. Hiring someone with the skills to do a job is one thing. Hiring someone who fits into the organizational culture, is another.
Determining if a prospective employee will fit your organizational culture is much harder than determining if someone has the skills to do a job. Often when an employee leaves a job, only to take the same role at another company, they left for fit. They just didn’t feel comfortable. They weren’t a good fit with the organizational culture.
You’ve probably heard discussions about employees who deliver results at the expense of relationships. Or about employees who fellow employees really like, but they just can’t do the job.
Leaders of organizations need to decide what’s important: What people do? How they do it? Or both. I’m going to assert that both the work employees deliver and how they deliver that work is equally important. I think you should hire and fire for fit.
Here are a few ways to ensure you hire people who are a good organizational culture fit:
- Share your current or desired culture with job candidates early, often, and clearly.
- Work to assess how candidates fit the culture. Use practical interviews, job shadowing, and reference checks to assess organizational culture fit.
- Talk about the culture when on boarding employees.
- Make behaving according to the culture part of your performance appraisal process.
- Reward behavior that matches the culture.
- Have consequences for not acting according the culture. A negative feedback conversation is a consequence.
- Ensure your leaders and managers live the culture. Get rid of leaders and managers who aren’t a good culture fit. This takes courage.
Read the entire article by Shari Harley, Candid Culture.
