Why I Left My Job After Just 45 Days: A Story of Terrible Onboarding and Better Opportunities
Leaving a job after only 45 days might seem drastic to some, but for me, it was a decision I had to make. When I accepted the position, I was excited about the opportunity and optimistic about my future with the company. However, reality hit hard when I experienced the onboarding process firsthand. After day one, it got worse.
From day one, it was clear that the company's onboarding procedures were lacking. Instead of feeling welcomed and supported, I felt lost and confused. After a few weeks of feeling this way, I began to feel it was my fault.
Basic tasks like setting up my workspace and accessing necessary tools were unnecessarily complicated, and it seemed like no one had a clear plan for integrating new hires into the team, there wasn’t even anyone there from my team on my first day! I was so excited to join the company and when I arrived, it was evident the team was not prepared and they didn’t have the time to show more the most basic things. I join this organization because my background made sense for the goals of the team I was joining and I had an extensive background in the industry. That did not mean I knew their way to do things and I needed to be shown, not made to feel like an burdensome afterthought.
As the days went by, my initial excitement turned into frustration and disillusionment. I found myself questioning how I had ever thought this job was a good fit for me. It felt like I was given a sales pitch that the fulfillment team couldn’t deliver. The lack of organization and communication left me feeling undervalued and unappreciated.
Fortunately, I had another offer on the table—one that not only offered better compensation but also promised a more supportive and structured onboarding process. After careful consideration, I made the difficult decision to leave my current position and accept the new offer.
While leaving a job so soon may raise eyebrows, I knew it was the right choice for my career and well-being. The new opportunity not only provided financial benefits but also offered a work environment where I felt valued and supported from day one.
My experience serves as a reminder of the importance of a positive onboarding experience for new employees. Investing time and resources into properly integrating new hires can make all the difference in retaining top talent and fostering a positive company culture.
In the end, I have no regrets about my decision to leave my previous job. It taught me the importance of prioritizing my own needs and seeking out opportunities where I can thrive both personally and professionally.
The Crucial Role of Onboarding: Why Getting It Right Matters
Are you setting your new hires up to fail?
Joining a new company is an exciting yet nerve-wracking experience. As new employees step through the doors on their first day, they're filled with anticipation about their role, their colleagues, and the company culture. However, this excitement can quickly fade if the onboarding and training process falls short. In this article, we'll delve into the importance of effective onboarding and how it can make or break the employee experience.
The First Impression: Imagine starting a new job only to find yourself lost in a sea of confusion from day one. This was the reality for many employees, including myself, who experienced subpar onboarding processes. Instead of feeling welcomed and supported, we felt overwhelmed and undervalued. The initial impression a company makes on its new hires sets the tone for their entire tenure. Folks are busy, I get it, but a company needs to ensure managers have the bandwidth to set their new hires up for success.
Retention and Engagement: Studies have shown that employees who experience a positive onboarding process are more likely to stay with the company long-term. According to a survey by SHRM, 69% of employees are more likely to stay with a company for three years if they experienced great onboarding. Conversely, those who endure a rocky start are at a higher risk of becoming disengaged or leaving altogether. Investing in a comprehensive onboarding program isn't just about making new hires feel comfortable—it's about fostering a sense of belonging and commitment that extends far beyond the first few weeks.
Productivity and Performance: Effective onboarding isn't just about paperwork and logistics; it's about equipping new hires with the tools, resources, and knowledge they need to succeed in their roles. When employees are properly onboarded, they can hit the ground running, contributing to the organization's goals more quickly and efficiently. This boost in productivity not only benefits the individual employee but also the company as a whole.
Company Culture and Morale: Onboarding isn't just about teaching new hires the ropes—it's also an opportunity to immerse them in the company's culture and values. If values aren’t enlivened and practiced, they are simply words on a website. A well-designed onboarding program helps employees understand what makes the organization unique and why their role is integral to its success. By fostering a sense of camaraderie and shared purpose from the start, companies can strengthen employee morale and create a more cohesive team environment.
The Bottom Line: In today's competitive job market, attracting and retaining top talent is more challenging than ever. Companies that prioritize effective onboarding gain a competitive edge by creating a positive employee experience from day one. By investing in comprehensive onboarding programs, organizations can set their new hires up for success, improve retention rates, and ultimately drive business results.
Effective onboarding is not just a nicety—it's a strategic imperative. By investing in a well-designed onboarding program, companies can create a positive first impression, improve employee retention, and drive productivity and performance. In an increasingly competitive landscape, getting onboarding right isn't just important—it's essential for long-term success.
Don’t let the interview process for your new hires be a sales pitch you cannot deliver on.
