Why retention starts with well-trained managers
If your organization is neglecting your supervisors and not affording them time and resources for mentoring, that disregard will leach into your workforce. That’s how discontent spreads.
Managers rely on their employees to deliver results.
They realize there is a never-ending war for top talent and count on their HR partners to bring in candidates who are qualified and, ideally, passionate about the organization or brand.
Working in concert with HR, managers screen the brightest and hire the best with the promise of tapping into that passion.
New employees look forward to putting their passion to work and developing new skills and capabilities. For the new hires, day one is full of possibilities and opportunities for a bright future.
Add a manager who is eager to bring on a much-needed and talented team member to a new employee who is excited to contribute, and you have a recipe for success. Right?
Unfortunately, some new employees’ eagerness doesn’t last long. They soon lose that initial passion and end up leaving—within their first 90 days.
Why? What happens to disrupt things so quickly? Did HR select the wrong candidate? Did the manager overlook something in the interview process? HR and managers are left wondering what went awry and trying to figure out how they can hire the “right candidate” next time.
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