One of the highest costs a company faces is the recruitment
of talented employees. To keep those costs in line Human
Resources professionals Pollster Amacon conducted a
survey to find the top seven.

Figures show the continuing Michigan recession has
reduced turnover rates. However, turnover of skilled labor
and those earning less than $11.50 per hour expenses, to
understand the reasons for new hire failures and to develop
a plan to engage employees from day 1.

Here are the leading reasons for the 60 day failure rate.

1 - Job or workplace culture not as expected.
The two most common workplace cultures are
contemporary and traditional. It is as very difficult for
someone to transition from the empowerment of the
contemporary culture to the highly regimented traditional
culture. Although moving in the other direction is easier,
there are those that cannot make the adjustment. Therefore
it is important to match an employee with your
organizational culture.

2 - Mismatch between the job and the employee.
Mismatch between the job and the employee. Most
employees agree that jobs require a specific skill set.
However they limit the search for the required skills to job
experience, not personality. In fact, employee match
depends greatly on personality factors, motivational interest,
and reasoning traits.

3 - Lack of feedback or coaching  
Employees, particularly those in Generation X and Gen Y,
need to know how their supervisor feels about their

4 - Anticipated growth opportunities did not exist.    
Career oriented new hires seek both upward and lateral
mobility to build their experiences and resume. Given the
opportunity at a single employer they will be easier to retain.
Absent the perception of this growth, departure is often

5 - Feeling unvalued or unrecognized.
This is an expansion of the feedback issue. Feedback,
written or oral, public or private, needs to express value for
the individual and their job function in achieving
organizational goals.

6 - Stressed by overtime.
Pressure to work long hours, paid or unpaid, infringes on
the work-home balance so highly coveted by Generation X.

7 - Lack of trust in senior leadership.
There is still tremendous skepticism in senior management.
Assumed leadership trust and respect dies in the 1990s.
Today trust must be earned. Too many leaders fail to accept
this fact, thinking they can demand it. Replacing an
employee can cost one and a half to two and a half times
the annual pay for the position when all factors are

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