414-421-9626 jeff@jeffkortes.com

As we were walking through the plant, I noticed several people being shown how to do different tasks on the assembly line.  Rather than assuming they were new hires, this employee retention trainer asked if they were new hires.  The HR Director responded that they were.  This then prompted me to ask how long a new hire was trained before they were “turned loose” on their own to work the assembly line.  The answer came back…” a full shift.”  The way it was said indicated to me that they felt that was quite a while.

It happens that when we looked at the employee turnover statistics based on when new hires had left, the number that left in the first week was staggering.  Frankly, I was not surprised.  As I remembered the jobs on the line, these were fairly complicated assembly jobs.  I can imagine if it was me.   I would have been buried, felt like I was thrown to the wolves and intimidated with only eight hours of training.  That’s coming from a guy who has worked on a fast-paced assembly line.  Then imagine taking someone who had not worked on a fast-paced line or has never worked in manufacturing and put them in that situation.

With the shortage of people to fill many jobs, often employers are so intent on getting work done that they are not adequately training people when they are new in the organization.  That can include manufacturing, retail, banking, etc.  This employee retention expert sees this as short-sighted as well as foolish because you will never stabilize your workforce if you approach employee assimilation in this way.  You will keep losing new hires.

This employee recruitment expert recommends to all of his clients, it’s better to suffer through a longer period of training new hires than build in a revolving door of employee turnover.  Gradually have new employees learn tasks and see how they do.  Then add some more tasks gradually so the new hire becomes confident, sees they are making progress, and is not frustrated when they can’t perform tasks like a five-year employee on the second day.  That’s why I call it “new employee assimilation.”  It is gradual, patient, and thought out because the last thing you want to do is bury them!!!

Remember…Give Your Employees C.R.A.P.®  (Caring, Respect, Appreciation, and Praise)  Why?  Because C.R.A.P. Works!

 

Is your organization desperate to retain people?  If so, email me at jeff@humanassetmgt.com to find out how the C.R.A.P approach can reduce employee turnover by 40-80%.  When you send me the email…make the subject title I’m desperate and I will send you a copy of my employee retention self-audit to help you identify gaps in your employee retention strategies!