Research has proven that a substantial 38% of people have changed their mind after they have accepted a job, which has been referred to as the non-starter’s syndrome. Also, 41% of employees have decided to lose a job within the first six months. These illustrate the importance of organizations doing more to reduce new-joiner fears.

Have you ever been in a position where you accepted a new role at a company and then lost sleep worrying about if it was the right role or the right organization for you? Or, were you concerned about what to expect during the first several days? This is a common anxiety that is something experienced by most new hires. The good news is if you are now in the position to do something about this – you can. Some tips to help with helping reduce these new-hire concerns are found here.

The Problem of Disengagement

The first thing you must understand is what factors cause an employee to feel uncertain in their new job position. Communication is a key concern to think about. Approximately 46% of people have stated that they have limited contact after receiving a job offer and before their first day on the job. Another 20% have stated they felt completely ignored on their first day of work.

It has also been seen that communication is a problem within the first few months of being hired. Up to 32% of people felt that having clearer goals along with an explanation of what was expected would have been beneficial in getting them up to speed.

A great way to alleviate these issues is to invest in optimized onboarding. This will help to reduce cases of “fence-sitters” who may be expensive if they never start or if they leave in a shorter period of time. Having onboarding processes and systems in place offer ongoing certainty, clarity, and reassurance to workers who may feel uncertain about their new role in a new company.

Some tips to help you with this can be found here. 

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Improve Communication

Communication is an essential element of the onboarding process. Make sure new hires feel welcome, that they know what is expected, and that all their questions are answered.

Preparation is Key

It is pretty surprising how many employees begin at a new company with no computer or desk for doing their work. It’s important for organizations to make sure their new hires have the tools needed for their jobs before they arrive for their first day. This ensures the employee has a dedicated line to a mentor or manager who can greet them, as well.

Implement Automation

It is easy for mistakes to occur when the onboarding tasks are being done manually. However, when automation is used this process can be simplified. One option is to take time to learn about a HRMS, which can help with the automation of these processes. Before a new hire starts, everything can be done and put in place. This improves efficiency and minimizes the issues that may arise.

Making it Possible for New Hires to Remain Engaged with Their New Position  

There’s no question that modern HR departments have a challenging job. However, when they use the right steps and processes, they can minimize issues related to disengagement for new hires. Take some time to fully understand these factors, which will pay off down the road. Being informed is the best way to handle a new hire and ensure they don’t back out of the job that they are offered due to anxiety or worry about their role or position.