Fitting your experiences and skills to the job description is essential. However, that only means you can do the job. It doesn’t always mean you’re the right fit for the company and the culture it has.
The probation/onboarding period is usually the chance to see whether both parties feel happy with their choice. The CIPD published a factsheet that explored the probation/onboarding effects.
‘An employee’s first impressions of an organisation have a significant impact on their integration within the team and their level of job satisfaction. For an employer, effective induction may also impact turnover, absenteeism and employer brand’.
Research also showed (free sign up required) that during the first 90 days, an employee’s mind is made up whether they will leave or stay. Many don’t even wait that long.
This April, CV library published a list of why people leave their jobs; the fifth item is quite interesting and a new entry in comparison to other data of this kind: "no longer satisfied with the job".
This was not just about pulse checking or surveying staff to see how satisfied they are, though that is important. The focus in this article was about creating a culture that encourages staff to thrive and naturally express themselves. Boosting satisfaction levels (perhaps based on results of the satisfaction survey), and understanding mere ‘satisfaction’ is just not enough.
The right fit becomes more of an issue when exit surveys or interviews indicate that talent is exiting the building citing culture as a reason, that productivity is stagnant or dipping, or creativity is lacking. This is also about existing employees who may be coming up to the ‘5-year itch’ or rumoured concerns about the culture. It’s best to do something about it- something that is not an overnight fix- not just for retention but also for wellbeing for all employees.
Their advice was to create a culture where staff can express their concerns so you can address it to retain talent. There may not always be a solution, sometimes people are just ready to move on. But by creating a culture where staff at least address their concerns with you first, you have a better chance of being able to solve the problem.
With good people with the right skills becoming hard to find, retention is a priority for all businesses.