Why GOOD employees quit… 5 MISTAKES to avoid..

Summary

• One in three companies retain their employees 50% longer than others by implementing effective onboarding.
• Proper onboarding is crucial and often overlooked, but can be templatized for efficiency.
• When employees fail, it's often due to poor onboarding, not their capabilities.
• Onboarding is similar to customer retention – it requires more than a single call or meeting.
• A premature exit of an employee can cost a company 100% to 300% of the person's annual salary.
• From personal experience, re-onboarding an employee with the right resources can lead to success.
• Pre-onboarding communication should start immediately after a job offer is accepted.
• Regular communication with the new hire is essential; twice daily check-ins for the first two weeks work well.
• New hires should have a structured agenda and understand the "why" behind each task.
• Clearly articulate 30, 60, and 90-day goals to set immediate expectations.
• Establish a strong feedback loop early to build trust and set standards.
• The five common onboarding mistakes include lack of pre-onboarding, insufficient manager communication, inadequate structure, unclear expectations, and the absence of a feedback loop.
• The five C's of onboarding are: Compliance, Clarity, Culture, Connection, and Check back.
• Ensure all legal and practical onboarding steps are met to avoid compliance issues.
• Clarify roles and goals to provide direction and focus for new hires.
• Immerse new employees in the company culture to foster a sense of belonging.
• Facilitate connections within the company and assign a 'buddy' if needed.
• Regularly check back with feedback and progress assessments to maintain alignment.
• Investing time in substantial onboarding saves costs and creates a positive, supportive work environment that pays off in the long term.

Video

How To Take Action

I would suggest implementing an efficient onboarding process to keep your team happy and effective. Remember, proper onboarding can save you a lot of money in the long run. Here's how:

1. Start pre-onboarding immediately after someone accepts a job offer. Send an email outlining what they should expect, like system logins and the schedule for their first week.

2. Connect with your new hire twice a day for the first two weeks. Chat once in the morning and once in the evening. It'll help them feel supported and answer any questions they might have.

3. Create a daily agenda for the first one or two weeks. This will give them structure and help them understand what they're learning. Tell them why each task matters, so they know how it helps the team.

4. Set clear goals for the first 30, 60, and 90 days. Review these goals with the new team member to make sure they're on the right track.

5. Build a strong feedback loop early on. Let them know it's okay to give feedback, too. This helps build trust and shows you're open to hearing their ideas.

Here are the five key areas, or the five C's, to focus on:

• Compliance: Make sure all the paperwork is signed and they know about any company rules.
• Clarity: Give them clear goals so they know what they're working towards.
• Culture: Help them understand the company by connecting them with the right people and resources.
• Connection: Introduce them to their team and maybe assign a buddy, especially if you're not the best person to answer their work questions.
• Check back: Keep giving and asking for feedback regularly to ensure everyone is happy and productive.

Putting time into onboarding shows your team that you care. It helps create a supportive workplace where everyone wants to do their best. Use templates where you can, to make this easier and more consistent. A happy team is a productive team, and that's great for business!

Quotes

"Onboarding starts the moment that they sign the job offer"

– Leila Hormozi

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"I'm not hiring you to do work, I'm hiring you to solve problems"

– Leila Hormozi

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"Trust is built through adversity"

– Leila Hormozi

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"The more friction that you can put in on the front end, the smoother the ride will be on the back end"

– Leila Hormozi

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"If you don't have time to focus on this onboarding… you don't have time not to do it"

– Leila Hormozi