Employee turnover can be costly, even when the turnover is happening in entry-level roles. Here’s what you can do to reduce the high dollar and emotional costs when entry-level workers bolt.
1. Pay a livable wage. Young people are excited to land their first job and are often willing to accept whatever wages you offer. It doesn’t take long for them to realize that they can’t afford to remain in a job that doesn’t pay a livable wage. Consider shifting the money you’ll spend on training their replacements into their pay.
2. Stop asking your entry-level workers to take on multiple roles. Companies are slashing their headcount without reducing the workload. As a result, entry-level workers frequently find themselves doing two, or sometimes even the job of three people. The State of Workplace Burnout 2023 report found that people in the 18-24 age range are experiencing burnout at the highest rate (47%). When employees burnout, they don’t think twice about putting their mental health first, which means looking for a job in an organization where life is much less stressful.
3. Communicate opportunities for career advancement. Young workers may have had multiple short-term dead-end jobs before being hired by you. Map out what a career might look like in your organization and be sure to share this with your entry-level workers. When doing so, be realistic regarding how long most people remain in a particular role so the employee doesn’t bolt because they don’t feel they’re advancing quickly enough.
4. Assign mentors to new hires. Assigned mentors are essential for entry-level workers since many need to learn how to navigate the complexities associated with the workplace. A mentor can provide guidance and the connection to keeping an employee engaged until a promotion becomes available.
5. Create a culture where it’s okay to fail. Most entry-level roles require little experience. Yet, employers expect entry-level workers to perform flawlessly. When the employee does make a mistake, which most do, they get taken to task. Encourage your managers to use these mistakes as learning opportunities, and you’ll stand a better chance of having well-trained workers in your business.
6. Understand non-work lives. The life of an entry-level worker is different than more established workers. Some may attend school at night, while others may raise families. Others may be holding down second jobs to make ends meet. Understanding where people come from can prevent mistaking multifaceted lives for lousy work habits. Look for ways to work with your employees to help them find the balance they seek.
Eventually, everyone leaves their job. When an employee departs, handle their exit with grace. Thank them for their contribution and wish them well. And who knows, they may come back to you one day!
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