I wanted the job. I got the job. I QUIT!

---

Do you remember the last time you were on a job search? Looking for a new job is almost a full-time job itself. During my last job search, I spent between three and four hours a day searching for jobs I thought I could add value to and would enjoy. After I found a job that was a fit, it took considerable time to compete the online application. The days of emailing your resume are long gone.

You are asked to upload your resume to the company’s job database. And THEN, you are still asked to manually fill in your contact information, employment history, education, special skills … you get the point.

The more sophisticated cites will “populate” your information from the resume you upload however, I am not sure one ever entered all of my information correctly. My second job was perhaps listed as my first. My educational experience was listed as a job, and my first job did not appear at all.And this is just the application; we have not even started the multi-interview processes.

Looking for a job is painstaking … but, what else are you going to do?

Given the involvement, time commitment, and engagement necessary to find a job, not to mention the financial repercussions of unemployment, it is hard to imagine that an employee would leave their new job lightly.

Consider the possible self-talk,

“I just started this job. It took time and energy to secure this position. I wanted this position. It allows me to pay my bills. … I QUIT!”

What would have to occur to drive someone to this decision? Why do new employees leave their companies?

Is it because their employer is not paying them enough money? Nope …

Approximately 89% of managers believe that employees leave their jobs for more money. However, in reality, approximately 88% of employees left they jobs for reasons other than money (William, 2003). Wow, what a significant disparity.

It makes you wonder, did the managers even engage their employees in a conversation? How do you explain this type of disconnect? Perhaps this will shed some light on this question.

Employees actually do not leave their jobs, they leave their managers. If employees do not respect, appreciate, get along with, or even like their managers, they will often leave their organization (Branham, 2005).

Here are some additional reasons why employees quit.

• The job or work environment is not what they expected.
• The job and the employee are not the right fit.
• The employee does not believe there are enough opportunities for growth and advancement.
• The employee feels devalued or that their contributions are not recognized.
• The employee is unable to attain or maintain a stress free work-life imbalance.
• They no longer trust or believe in their leaders.

(Branham, 2005)

Lastly, but perhaps most importantly …

Van Maannen and Schein (1979) found that organizational socialization has a pervasive impact on new employee adjustment. Socialization is a process for acclimating individuals to the components of an organization’s cultural necessary for success.

If new employees do not acclimate socially, even if they are experienced professionals, the probability of them reaching full productivity within their organization is severely compromised (Anderson, et al., 1996). Additionally, employees who are not socialized are more likely to quit. (Rollag et al., 2005).

Socialization is a key component to acclimating new employees. It bridges the potential of a new employee’s talent with the opportunity to actualize it (Snell, 2006).

Unless organizations are proactive and intentional in this respect, many new professionals will not be successful in their new roles.

Employers can support their new employees acclimation process and reduce turnover through effective onboarding.

Reduce Turnover and Improve Employee Success

Click HERE to buy your copy Now!

Request information on consultation for developing an onboarding program Click HERE!