Making these onboarding mistakes could cause good employees to jump ship. The phrase “jump ship” comes from “abandon ship,” a term used on boats when the vessel is lost and is inevitably going to sink. In business terms, to jump ship means to leave a company that looks like it is headed for trouble or isn’t an ideal place to work. It is therefore the opposite of onboarding, which is the process of bringing on new employees. But why do employees jump ship? More importantly, why do some jump ship more quickly than others? The answer may lie in your onboarding process. We’ve worked with many companies in creating onboarding processes. Here are some of the most common mistakes we see.

Giving them too much too soon “Hey, welcome to ABC Company! Here’s your desk, here’s your login for your computer. Oh, and you have your first client call tomorrow.” That’s a nightmare scenario for a new hire, right? When onboarding employees, be sure to temper your expectations with reality. They’re starting a new job with a new company, are surrounded by new people and have to learn new processes. Giving a new employee too much, too soon is overwhelming and can lead to them jumping ship.

Assuming they know everything This goes hand-in-hand with giving new hires too much, too soon. Allow them time to digest and absorb the new processes they have to learn, the industry terms they need to know and the names of their teammates. This is true for entry-level positions all the way through experienced employees.

Not setting goals If they don’t have any goals, what are they shooting for? More importantly, how will they know if they’re helping the company? Set short- and long-term goals for their work, create a personal development plan and make sure they know how they are helping the company. You should also tell them exactly why they were hired, what skills they bring to the table and what need they are filling. Nothing feels better to a new employee than understanding why they are needed.

Not measuring your onboarding process Measurement is key in business, especially when it comes to onboarding new employees. It allows you to assess your process and make adjustments. It can be done by having conversations with new employees after 30, 60 or 90 days, or developing a standardized questionnaire about their first few months at your company. When you’ve spent the time and effort to recruit employees, you want to make sure they stay at your company for a good amount of time. Making these common onboarding mistakes may not necessarily cause them to leave, but they certainly won’t make them feel warm and cozy in their new job. For assistance in developing a strong onboarding process or HR plans, get in touch with Skywalk Group today.