The #1 Thing You Can Do to Reduce Employee Churn

It's not what you think...

Author

Benjamin Morone
May 29, 2024

Welcome back to the Hiring From Europe & LatAm Newsletter, it’s Ben from Zabota.

In today’s newsletter, we’re going to go over:

  • The #1 Thing You Can Do to Reduce Employee Churn

  • Some great content about hiring

The #1 Thing You Can Do to Reduce Employee Churn 📉

You spent hours coming up with the job description, actively hunting candidates and sitting through dozens of interviews. You’ve finally found the perfect candidate and they are ready to start. They join your company and then 30 days later they decide to leave…

You’re understandably frustrated. You’re not sure what went wrong, they had all the skills to be successful and help you build your business. All remote talent just isn’t good and maybe remote talent isn’t for you…

Or

Maybe it’s your fault they didn’t stay.

One of the biggest problems with remote talent isn’t actually the talent. It’s not a perceived language barrier, or culture fit, it’s the business owner. You. You’re the bottleneck for success with hiring. And it’s not your fault, you just don’t know how to run a proper onboarding process. An onboarding process can’t just be a single meeting with the founder, it's everything that happens in the first 30 days of the new hire’s tenure.

Luckily I’ll give you a quick break down of onboarding. Part of this process is from Leila Hormozi and part of it is years of trial and error on my part.

The point of the onboarding process is to give the new hire context of the company and context of the role. To do this we can break the process down into two parts.

The first being the company contextual onboarding

  • The company's mission and vision

  • Core values and culture

  • Hiring and firing practices

  • Managing expectations

  • Annual and quarterly goals

  • Key leaders and decision-makers

  • Celebration and improvement practices

  • Philosophies around pay and benefits

All of this information can easily be covered in a slideshow presentation that can continually be updated as the company grows and develops.  

The second onboarding is the role specific onboarding which includes:

  • Job description and department expectations

  • Key performance indicators (KPIs) tracked

  • Systems and technologies used

  • Meeting schedules and cadences

  • Tools and methods for achieving KPIs

Breaking the process into 2 parts will insure that the new hire feels comfortable in their new company and know what expected of them.

Great Content Related to Hiring:

How We Can Help

  • There’s over 100 videos on our Youtube channel about all things recruitment

  • If you’re curious about where to find remote talent, we have a free guide that shows you exactly where to look.

  • If you’d like help finding the perfect fit for you team, click here to learn more.