Human resources expert reveals why so many companies struggle to keep new employees – and how to change that
A new study found that over 20 percent of people quit their new positions within the first 6 weeks of joining a company. Furthermore, the new research from Robert Half found that 93 percent of new employees consider leaving their jobs before the end of their probationary period.
“The results found that 36 percent of people leave their jobs due to issues with ‘onboarding,’” says Rob Wilson, President of Employco USA and employee engagement expert. “Yet many firms neglect to put much effort into acclimating their employees to their positions.”
Losing a new employee can be a financial hardship, thanks to the cost of recruiting and training employees, and it also creates a workplace that feels unstable and tense for existing employees.
“A revolving door of employees is a problem for a number of reasons,” says Wilson. “It increases the risk of fraud and other crimes, but it also makes employees feel as though newcomers aren’t going to stick around long…ergo they aren’t very welcoming or very thorough in their training, as they figure it’s a waste of time.”
Wilson also points to the fact that searching for employees is very time-consuming and leaves other important tasks unfinished. “A human resources team who is constantly focusing on finding new employees is doing so at the cost of caring for the needs of existing employees.”
So, what should companies do in order to ensure that their new employees stick around for the long haul?
Rob Wilson, President of Employco USA, was recently featured in a number of articles as well as a radio interview, follow the links below to read more:
WLS Radio Chicago
Rob was interviewed by John Howell, of WLS Radio 890 in Chicago, last Thursday regarding the financial impact of the polar vortex.
Rob was also quoted in an article for KELO AM/FM on the same topic: The big cold snap will cost the United States billions of dollars
Employment solutions expert explains how employers can brace for the financial fallout
The polar vortex is freezing more than just Lake Michigan…experts say that we should expect the cold weather to freeze our profits as well.
“The last time the United States experienced a polar vortex in 2014, it cost the country $5 billion,” says Rob Wilson, President of Employco USA. “In Chicago and other cities across the Midwest, we are going to experience a significant financial impact as a result of this week’s Antarctic temps.”
So how can employers help to cushion their companies against the bitter winds of the polar vortex?
“With warmer weather on the horizon, getting employees back to work is the first step,” says the human resources expert. “While safety and well-being of workers required many offices to shut down, and caused many people to change their travel plans or cancel services, we can expect things to return to normal by Friday.”
H.R. expert explains what employers need to know about new marijuana regulations
Research shows that there has been a 33 percent increase in positive drug tests on employees.
“We are looking at an increase in employee usage of marijuana in industries across the board,” says Rob Wilson, President of Employco USA (a national employment-solutions firm) and human resources expert. “Most importantly, test results showed that there was a double-digit jump of marijuana use in transportation and warehouse fields, which could be very problematic as operating heavy machinery while under the influence of marijuana could be very dangerous indeed.”
However, with 10 states making it legal to use marijuana recreationally, and 33 states making it legal to use medically, employers might wonder what rights they have when taking a hard line on drug use in the workplace.
“Your ability to monitor drug use among your employees is going to depend on whether or not you are a unionized or private workplace,” says Wilson. “While you have the right to expect and require sobriety from workers on the job, it can become a bit tricky when you suspect drug use and want to act on your fears.”
Wilson says that if you work in a non-unionized environment, you should ask a supervisor or human resources team member to help you determine if an employee is under the influence of marijuana.
“If your suspicions are backed up by other leaders in your company, you can discipline and even terminate your employee,” says Wilson.
Rob, Scott, and Jason discuss marijuana in the workplace; from medical and recreational use to recent statistics, drug testing policies, employee handbooks, what employers should do, and more.
Contact us with any questions you may have, we’re here to help: firstname.lastname@example.org
Human resources expert discusses ageism in the workplace and what employers need to know about managing older workers
Ageism continues to be a growing concern in the workplace, with a new study finding that over half of workers who are 50+ years say that they have been pushed out of their positions before they were ready to retire.
Yet despite this research, older workers report that they are happy to work under younger managers and don’t mind navigating any generational differences in order to succeed at their job.
“Research shows that 8 in 10 older workers say that they are comfortable reporting to a younger boss,” says Rob Wilson, President of Employco USA and employment trends expert. “However, the fact remains that there could be some challenges presented by these age gaps…for instance, by a baby boomer being managed by a millennial.”
Wilson says that study respondents identify several key issues that are presented by a multigenerational workforce, including: dissimilar work ethics or values (26 percent), leadership or learning styles (22 percent) and using technology in different ways (25 percent).
Employment expert explains how businesses can stay on the right side of immigration law
President Trump has made global headlines with his most-recent tweets which pledge to build a border wall at Mexico’s expense. Meanwhile immigration crackdowns at places of business will no doubt continue to increase during 2019.
In fact, ICE reports a 650 percent surge in workplace arrests since Trump became president.
“Employment audits are part of President Donald Trump’s commitment to changing the face of immigration policy in this country,” says Rob Wilson, employment trends expert and President of Employco USA. “Businesses need to realize that this administration is taking immigration records very seriously, and if they fail to produce the proper paperwork when questioned, they could face fines or even criminal charges.”
Wilson says that states like California, Florida, Illinois, New Jersey, New York and Texas should be on special alert, as it is known that these are the states with the highest number of undocumented workers.
“President Trump is going to start by cracking down in places that are known to have a history of undocumented workers,” says Wilson. “And, he’s going to be tough on employers. Unlike past administrations which focused more on the workers themselves, Thomas Homan, acting director of Immigration and Customs Enforcement, promises a significant increase on work site raids and he says that they will prosecute those who knowingly hire undocumented workers.”
The employment trends expert says that there are several things companies need to do in order to ensure that their businesses are “ICE-proof,” including:
New Hire Onboarding
Join us on Wednesday, December 19 for a live, 30-minute webinar designed to provide you with information on the latest best practices related to new hire onboarding.
The term “onboarding” is often tossed around, but not everyone knows what it is or how to do it. In basic terms, onboarding is the process of getting new hires acclimated to their new roles. It includes setting clear guidelines for performance and company culture, and sharing the knowledge necessary for success within an organization.
Onboarding takes training and orientation to the next level. Unlike traditional employee orientation, onboarding is a systematic process that extends well beyond the first day of employment. The goal of the process is to cultivate a long-term relationship between the employer and the employee while fostering a feeling of belonging and of making the right career choice.
Registration is FREE for current Employco clients and first time participants (the cost is $249 otherwise).
H.R. expert reveals post-accident best practices
On average, more than 99 people are injured at work each day. But the good news is that American workplaces are getting safer in recent years, with annual workplace deaths falling from 14,000 to 5,000 in the last 40 years.
However, injuries are still a common occurrence and one that employers need to be prepared for. Most importantly, employers need to have a list of best practices that they follow in the event of an employee injury, particularly in those moments right after an accident occurs.
At national employment-solutions firm Employco, clients and their employees have access to a telephonic triage system where an injured party can call and speak to a nurse right away. The nurse can help them figure out what to do next, such as whether they need to go to an emergency room or urgent care and in the meantime the company’s H.R. outsourcing team at Employco will receive news of this accident within minutes.
“There is nothing worse than a late-reported claim,” says Rob Wilson, President of Employco USA. “You want to know the who, what, when, where of the incident, but you also want to know how to most quickly provide care and treatment for the injured employee.”
Wilson says time is of the essence when it comes to collecting recorded statements.
Rob, Scott, and Jason discuss post-accident best practices for workplace injuries; from taking quick action and conducting an investigation to telephonic triage, fraud, surveillance, OSHA, working to prevent future accidents, and more.
Contact us with any questions you may have, we’re here to help: email@example.com