What is quick quitting, and what can employers do to thwart it? originally appeared on Quora: the place to gain and share knowledge, empowering people to learn from others and better understand the world.
I know that you’ve heard a lot about quiet quitting lately but quick quitting is a phenomenon that has been increasing in our workplaces as well. Quick quitting happens when an employee stays at a job for less than a year. Certain industries (including arts and recreation, tech and media, and administrative/support services) have higher rates of quick quitting than others according to a recent LinkedIn Workforce Report.
Quick quitting is detrimental for businesses because it means that they will have to replace and train new employees frequently as result. Replacing employees is not only expensive, but negatively impacts productivity too.
When we break it down, quick quitting has everything to do with employee dissatisfaction and disconnect. Fortunately, there are a number of things that employers can do to help thwart this phenomenon. They can:
- Screen for quick quitters during the interview process. By carefully analyzing resume gaps and asking questions about future goals, hiring managers can learn to spot quick quitters before they even start.
- Implement a mentoring program. Isolation and disconnection for new employees are common. By assigning new hires to buddies or mentors on the job, you are helping them to become more connected to your company.
- Provide a bonus system aligned with tenure. Reward employees with a financial incentive for longevity, whether it’s in the form of bonuses or bumps in pay (and advertise it appropriately).
- Establish growth plans for newly hired employees. Managers should sit down with your recently hired employees and lay out their 5-year plan/growth trajectory with the business. Dissatisfied employees are often uncertain of future growth and room for advancement within an organization. Show them the way.
- Incorporate team building activities. The stronger your culture and team, the less likely your new employees will be to walk away. Ensure that they have ample opportunity to get to know and bond with other members of the team through fun activities.
- Promote flexible scheduling and job-sharing options. Frustration over scheduling is huge for dissatisfied employees. Get creative with your company’s scheduling and job-sharing to find a system that works for most, thereby increasing job satisfaction and furthering work-life integration for your employees.