5 Steps to Eliminate Employee Churn
Summary
- I make sure to have a clear and detailed job description so everyone knows what's expected from the start.
- I repeat our company's purpose and an employee's role in it at least three times to ensure they understand their importance to our mission.
- I set 30, 60, 90-day goals to outline what progress we expect from someone in their first few months.
- I am upfront about the challenges new hires might face and discuss these potential issues early on.
- I provide a comprehensive orientation that includes both general business knowledge and role-specific training for new employees.
Video
How To Take Action
I would suggest first making a very clear job description. This is like a promise of what you'll do at work and what I'll check to make sure you're doing it right. It's important that everyone knows what their job is right from the start.
Next, I would say over and over what our company does and what your job is in the company. I'd make sure to say it at least three times so you really understand how you help us reach our goals.
Also, I'd set goals for 30, 60, and 90 days. These goals are like a map of what you should do when you start working with us. They help us see the progress you’re making.
Then, I'd talk about the tough parts of the job. I'd share the challenges you might face and chat about these things early on. This way, we can work together to figure out how to handle these problems.
Lastly, I'd give you a really good introduction to your new job. This includes learning about the business and your special role in it. It's like when you buy something new and learn how to use it; when you start a new job, you need to learn how it all works.
By doing these things, I think you’ll feel more ready and excited about your work. It'll also help you do a really good job and be happy sticking around.
Quotes by Leila Hormozi
"An accurate and well-thought out job description is the agreement of what you're going to do on the job"
– Leila Hormozi
"Consistently repeating what does our business do and what does your role do within this business"
– Leila Hormozi
"Setting 30 60 90day goals are really just the agreements of the progress that's going to be made within that time period"
– Leila Hormozi
"I talk about the bad stuff, what are the problems that this person is going to observe when they come into this role"
– Leila Hormozi
"A proper new hire orientation just like you onboard a customer for a product"
– Leila Hormozi
Full Transcript
the five things that I do to eliminate employee term the first is an accurate and well-thought out job description this is the agreement of what you're going to do on the job and the agreement of what I'm going to hold you accountable to as a company the second is consistently repeating what does our business do and what does your role do within this business and I want to know that we've said it not once not twice but minimum three times to the person they really get it the third piece is setting 30 60 90day goals there really just the agreements of the progress that's going to be made within that time period the fourth thing that I do is I talk about the bad stuff what are the problems that this person is going to observe when they come into this role in the company and how can I let them know about those ahead of time and maybe even start collaborating with them on how they could solve them and then the last pie is a proper new hire orientation just like you onboard a customer for a product you want to onboard an employee for a job there's probably two pieces to this which is a general onboarding contextual knowledge of the business and then a technical onboarding how you onboard them to this role specifically within the business
