Case Studies & Best Practices

We’ve all seen it happen. Promising employees start strong then leave within their first 30 days on the job. High performers lose interest in the job and move on, leaving you perplexed and creating a big hole in the team.

We studied this problem using data collected through our Leadpoint data tool, and we gathered insights from the workforce managers embedded at our customers’ MRFs. Some burnout and turnover are due to factors none of us can control, like travel time to the jobsite. But others can be mitigated and controlled.

Here are our top three suggestions to keep employees engaged and on the job beyond that first 30 days. 

1 – Build Cooperative Teams

Take time to introduce new hires to the rest of the team. Everyone likes to feel like they are seen and recognized, especially when they’re new on the job.

Pair new hires with a more experienced employee as their guide and “buddy” during the first week on the job.

Work to create a culture that is focused on wins and opportunities, not strengths and weaknesses. That openness can make everyone want to pull together.

2 – Consider Flexible Schedules

For the first week, schedule new hires to work a half week, or on the days that they do work, don’t have them sort for a full shift. This can help them learn the job and become acclimated more quickly.

Offer new hires the option to choose their preferred shift. Of course, this option has to work together with your openings on each shift.

Rotating schedules and specific assignments can keep employees from becoming overworked or bored on the job.

When there’s a schedule change, deliver the message right away, clearly and face-to-face. Remember to explain the reason for the change.

3 – Keep Communicating

Follow up with new hires regularly, especially during the first week, to keep them engaged and to get to know them as people…not just sorters.

Communicate new job opportunities and be up-front about the expectations of each.

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