The First 90 Days

Bringing you information about SQA, Quality Management, and more.

January 10, 2017

One of the great things about my job is the fact that I get to work with so many great companies across multiple industries. Part of our consulting methodology is to focus on the employee experience (Commandment II, World Class Internal Culture). Turnover is always an issue, especially with clients of ours that have multiple locations, and are hiring a large number of front-line employees.

One thing I have found is that the first 90 days of an employee’s experience with any organization is absolutely crucial when it comes to turnover. I hear over and over “if we can keep them 90 days, we will have them at least for one year," or statistics like “40% of our turnover is within 30 days, and another 40% is within 90 days."

The interesting thing is that this turnover is happening for different reasons within this time frame. In some cases, we hear in exit interviews “my manager did not care about me." Sometimes we hear “my experience was nothing like they said it would be in orientation."

The truth is, everything that takes place within this time frame is vital to lowering turnover, whether it is helping to ensure the manager/employee relationship is consistently strong or not overselling the experience at the home office. Mapping the employee experience is equally important, and in my opinion more important, compared to mapping our customer’s experience.

I’d love to hear what you are doing to keep your team energized and engaged.  Please share with me at dmurray@thedijuliusgroup.com, or on twitter @DavidDMurray.