Why you should worry about Infant attrition?

For HRs and managers, an increase in employee attrition is the #1 nightmare. Since it negatively impacts your company culture and leads to a hostile work environment.?

But, there is something part of attrition which is scariest of all! Can you guess??

It’s INFANT ATTRITION!?

Yes, we agree any kind of attrition is not good for the organization. But, infant attrition is what can either make or break your organization in the long run.?

Before we figure out the ‘Why’ behind this statement. Let’s first understand what infant attrition exactly means.?

What is Infant attrition??

Infant attrition (Early Attrition) happens when employees quit within a few weeks/months of joining the organization. It results in a waste of time, resources, and money invested in hiring.?

A few of the main reasons for infant attrition are:?

• Unable to understand the expectations of the organization?
• Roles and responsibilities are not exactly what was written in the job description
• Lack of attention and recognition from managers
• Lack of inclusive and friendly environment
• Cultural misfit?

The above-stated reasons seem to have different solutions, but this is not the case. The solution is only one here - i.e. Strong onboarding experience.?

"According to Brandon Hall Group - Organizations with strong onboarding processes increase new hires retention by 82% and productivity by over 70%.”

Tips for improving the onboarding experience for new hires?

#1 Engage with new hires before their joining date:

At this point, the new joiners may have lots of offer letters in their hand. Hence, to create a good impression, you need to constantly engage with them. Even before they join the workplace.?

You can answer their questions regarding the workplace, make them familiar with the company culture and try to understand them better.?

#2 Create a welcome plan on Day 1:

The new hires may hesitate or take time to be part of the workplace. But, you can help ease the process by making an inclusive environment for them from Day 1. You can give them a welcome kit, introduce them to their co-workers and brief them about how things are working right now. Besides this, You can organize team lunches so new employees and other team members can connect on a personal level.?

#3 Schedule one-on-one meetings:

According to LinkedIn Survey, 96% of employees believe one-on-one meetings are important for the onboarding process.?

It allows you to connect with new hires on a personal level and communicate effectively. Through such meetings, you can understand how new employees are feeling working at the company and what you can do to improve. Besides this, you can also share what you expect from the employees and discuss their future growth.?

#4 Outline new hires' future career goals:

You can help new hires by creating a journey map that outlines their personal and professional goals. It can further be made interesting by adding expectations and ticking off milestones achieved by them. As a result, it allows new hires to measure progress, develop skills and keep them motivated throughout.?

#5 Use automation and employee engagement tools:

While the above-stated reasons may seem easy to implement, They might be challenging as well. Since you may have a lot on your plates already. Hence, you can use employee engagement tools (For eg: HuddleUp) for frequent check-ins and feedback. These tools also give you in-depth insights into what’s really going on in employees’ minds and areas of improvement.?

To read more about Infant attrition:?

• Infant attrition in consumer durables industry stands highest in south India: TeamLease data
• Easily Calculate Your Employee Attrition Rate
• Great Onboarding: a Secret Weapon Against Attrition?

?