Human Resources News & Insights

Unrealistic expectations create turnover

Having trouble with new employee turnover? One problem might be the things candidates are told during the hiring process.

In a recent survey, 75% of employees said their experiences in job interviews had been either good or excellent. But there are some problems. For instance, 20% of the respondents said they’d taken a job that didn’t match the expectations that were laid out beforehand.

That’s one of the big causes of new employee turnover, according to a different survey by the Novations Group. Out of all the companies surveyed, almost half (48%) said the top reason new people quit is unrealistic expectations of the job.

The fault can lie either with the employer, for not providing enough information, or with candidates, for being unrealistic or not asking enough questions. On the employer’s side, the trouble can be reduced if:

  • HR and recruiters know the position. HR is the candidate’s first point of contact, so make sure you get a clear description from every department.
  • Questions are answered thoroughly. Interviewing requires a balance between selling the company and giving candidates the info they need to make sure your company’s the right fit. Leaning too close to the former can only hurt in the long run.
  • People meet their potential boss. In the survey, 19% of employees said they’d never met the manager they’d be working for until they started working. But one big part of knowing what to expect on the job is knowing whom you’ll be working for.
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Comments

  1. There appears to be a growing trend of unrealistic expectations made by employers and pressure placed on the employee. I am a highly dependable and hard working individual who has worked for a large corporation. After talking with my fellow employees, most felt the management had impossible goals to be met and also felt they were pressured to perform at an impossible rate.

    Many of these employees were very hard working individuals, some of whom would voluntarily miss breaks in order to come closer to the management expectations, but still fail. Most would quit their job after a few months of very hard exhausting work, as they realized that that they would never be able to make their employee happy and when leaving, had a very poor impression of the company.

    Until some businesses start viewing their employee as a valuable resource, rather than an expendable commodity, the turnovers will continue. Sadly, I have spoken with many people employed by various companies, who have quit their jobs for the same reason. I would think the cost of continual training of new employees would outweigh the little, if any, benefit of continual badgering for impossible goals.

  2. Minerva Harrison says:

    I believe that part of the reason for this situation is due to the fact that employers can pick and choose as they like because of the high unemployment numbers across the nation. They hire people who are underqualified so they will not have to pay the salaries of people who are experienced and knowlegable in a particular field.
    Many people are thrown into jobs for which they would have never initially applied. Those who do the hiring are often clueless as to what the job really entails. My present job hasn’t the slightest resembleance to the job description given in the employee job description page on our web site.
    Once people are forced to do jobs for which they are not truly qualified, mistakes are made, time and money are lost and business suffers. But the blame is put on the workers than the management that continues to try to force round pegs into square holes.

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