Most bosses or managers can never understand the reason why the new joiners resign too soon. The reason is often attributed to the working conditions, low salaries, dull work and strict working hours. Early departure is also ascribed to the interaction between direct supervisors and employees.
It is hard for the newcomers into a company to socialize and blend with the different cultures on the first few days. New joiners are always enthusiastic about handling new jobs and duties. They talk to their family and friends telling them about their new job and the good things about it, whichare not always true. Employees keep their commitment toward the company and enjoy their jobs when they socialize.
First few months
The attitude of the direct supervisors is more likely to push employees towards resigning during the first few months. Even with the best managers, new employees will continue to quit in less than one year, but the percentage should decrease more than when unsuccessful supervisors are taking control.
What’s ironic about the new employees’ departure is that these members with a low paycheck describe best the company’s trait. The organization is identified through the contact between the workers and the customers and how these are treated. This is why the most reputable companies have advanced indoctrination plans to “integrate” new comers into the company’s culture, including topics like quality, customer focus, and service.
Providing the newly-hired workers with the required training and assigning the right person in the right position with half of the newly-hired quit in their first year, means that the socialization plan have gaps
The company’s culture
Employees expect friendliness, support, and collaboration, and the front-line managers must work to provide that. When applied, employees stay devoted to the company’s goals by working faithfully. However, when managers fail to project the company’s culture, employees will feel a disconnect between the expected and the experienced culture within the company which results in different socialization problems.
Effective guidance is common sense. People must work hard to maintain a strong leadership; management is the basically a combination of systems and procedures. The common factors of effective leadership:
- Manager behavior has a huge impact on the employee’s morale. The direct contact between and employee and his supervisor must be recurrent.
- What a manager expects is important to increase productivity and improve the quality, however the expectations become ineffective if the manager fails to act in way that multiply the positive cultures. Workers are never expected to treat customers as their first priority if their supervisors are convinced that leadership is about correction and discipline.
- Managers’ main concern should be to find cultures which make employees feel confident about their work. If bosses project a boss-like attitude they will fail to create such an environment.
- Managers should give the workers the opportunity to share, and solve, frustrations.
- Putting work aside, working environment must be fun. Even though the routine work is boring but it will be fun if the bosses provide their employees with the support needed.