The expert named the reasons for the dismissal of newcomers in the first months of work

The dismissal of employees in the first months after starting work is more often associated not with a lack of professional skills, but with mistakes at the stage of hiring, adaptation and management. One of the main reasons is the discrepancy between the candidate's expectations and the actual working conditions. Sergey Taran, Managing Director of LANSOFT, told Izvestia about this on September 3.

According to the expert, the early departure of newcomers usually indicates failures within the recruitment and adaptation system. An employee may not be ready for the job itself, but for the fact that the conditions, processes and corporate culture differ from what they were presented with when they were hired.

"One of the most common reasons is that the job description doesn't match the actual job. For example, an ad may indicate independence and the ability to take initiative, but after leaving, the employee is faced with a large number of approvals and strict rules. In the opposite situation, a person can expect a clear structure and support, but instead end up in an environment with constant delays and a lack of clear instructions," Taran said.

According to the expert, such situations are not always associated with deliberate misleading of the candidate. Often the reason is that the team leader is not sufficiently involved in the formation of vacancy conditions, and the position description does not reflect the real processes within the department.

Another important factor is the quality of the new employee's adaptation. According to Taran, onboarding should not be limited to paperwork and equipment delivery. Full-fledged adaptation involves a gradual immersion in tasks, familiarization with processes and an understanding of priorities. If a beginner is immediately immersed in a large amount of information without a clear structure, it is more difficult for him to understand the company's expectations.

A mentor plays a separate role — a person to whom an employee can ask a question and get help without fear of looking insufficiently competent. The manager's management style also has a serious impact. According to the expert, both excessive control and a complete lack of attention to the newcomer become problematic. With micromanagement, an employee loses a sense of trust, and in the absence of feedback, he does not understand how successfully he is coping with tasks.

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Taran noted that it is important for a manager to define criteria for evaluating work in advance, for example, expectations for the first 30, 60 and 90 days. This helps the employee understand the direction of development and reduces the risk of a situation where the first criticism becomes unexpected.

Another factor in early dismissal may be the difficulty of adapting to the team. According to the expert, we are talking not only about open conflicts, but also about more subtle problems — lack of inclusion in team processes, ignoring initiatives or feeling isolated. The situation is particularly negatively affected when a company declares openness and independence of employees, but in practice any new proposals are perceived as undesirable.

Problems may arise even at the recruitment stage. According to Taran, recruiters often focus on the speed of job openings rather than the long-term effectiveness of the employee. As a result, the candidate's compliance with the requirements of the position is mainly assessed, while his values, work style and ability to fit into the team may be ignored. According to the expert, a more thorough assessment of the candidate's personal qualities and expectations at the interview stage could reduce the number of dismissals due to inconsistencies with the corporate culture.

A frequent cause of employee disappointment is the discrepancy between financial conditions and expectations. According to Taran, the problem is not always the salary itself: negative experiences can arise due to hidden deductions, differences between promised and actual income, as well as discrepancies in schedule conditions, vacations or bonuses. If such details are not discussed before signing the offer, the employee quickly gets the feeling that his expectations have not been fulfilled.

Professor Alexander Safonov said on April 28 that due to the automation of some processes in the banking sector, IT, logistics and medicine, there is an increase in wages and at the same time a reduction in personnel. In his opinion, this is due to the need to refocus companies on personnel capable of working with new technologies.