7 Key Reasons New Employees Fail – Blame Hiring Managers or Employers

New Hire Onboarding Failures

Key reasons new employees fail

It might seem infrequent.  Yet, the key reasons new employees fail during onboarding and probation are directly the fault of the manager and the company.


That’s what we see.  The top 7 key reasons new employees fail are:

  • Poor Recruitment
  • Incorrect or No Real Onboarding Process
  • Unclear  Explanation of New Hire Duties
  • Fuzzy Reporting Lines
  • No explanation of the Code of Conduct
  • Poor Performance Management
  • Changing  New Hire’s Position and Responsibilities

Let’s explore the 7 key reasons employees fail and how to offset them.

Hiring - recruiting mistakes






1.Poor Recruitment Practice is First Key Reason New Employees Fail

Grabbing the first person breathing who looked at your job and didn’t really match their interest, attitude and skills to the position.

2. Incorrect or No Real Onboarding Process

Not explaining the firm and how the candidate’s specific position fits into the bigger picture. You were not welcoming. You didn’t explain basic internal processes and rules and the person broke the rules.

3. Unclear  Explanation of Duties

You were not clear in explaining what had to be done, in what order and for what reason. If you are fuzzy, what hope has a new employee without your experience of the business have of getting it right?

4. Fuzzy Management Reporting Lines

Does your employee know who their direct report is or are they getting torn between different managers telling them different things?

5. No explanation of the Code of Conduct

There wasn’t a proper explanation what acceptable and unacceptable behavior was?

6. Poor Performance Management

When they were going off track, did you take time to bring them back gently on track or did you just ‘throw them under the bus?’ Did you give them feedback that there was a problem, or did you just dump them?

7. Changing  New Hire’s Position and Responsibilities Another Key Reason New Employees Fail

The person was hired for one position and you changed the role and duties after they started.

On Rare Occasions

Infrequently the  occasion arises where a new hire frankly doesn’t care about the job s/he was hired for or the company.  But these are less than 1% of all new employee failures.

If you find that you are having a number of new employee failures—then go back and check out where the problem really lies. You usually will find it is not with the individuals hired, but with the person doing the hiring.

Action Steps for New Employee Success

Key reasons new employees fail and what to do

So, what do you do about it? When you have a vacancy, start by being really clear on the role you want to fill. What precisely will they be doing? Who do they report to? What are they accountable for?

Next be clear on the person who will best fit your role – their skills, attitudes and attributes.

Once you have found someone – how can you make them feel welcome, important and valued? What do you need to tell them so they quickly understand your business and “how you do things around here”.

If they get off track – talk with them and explain what you really meant for them to do. Ask for feedback on your communication and act on suggestions to improve it. Guide them back on track as gently as possible.

Yes, all of this takes time. But so does having to constantly hire new staff. Where would you prefer to invest your time?

Need Help Recruiting and Onboarding?

So, for your next project, if you need help hiring qualified candidates, a project manager with the right experience and skill set, or if you’re looking for a professional staffing agency, give us a call.

Talk to a Flexicrew professional about your 2022 staffing needs and let them do the heavy lifting!



4 Simple Ways to Enhance Temporary Workers’ Onboarding

After the professional selection has been completed and suitable candidates for the open position have been found, a large number of managers think that this process of hiring a temporary worker has ended. The truth is, however, that this is how the recruitment process really – begins.

Getting started involves introducing employees to all that is important for them to know, in order to adapt to the new company, but also to learn how to meet the demands of the job itself and his or her workplace. Even if a temporary is a highly trained professional, he will need time to adapt to the new environment and to “grasp” all that is important for the functioning of the company in which he started working.






Here are 4 simple ways to enhance temporary workers’ onboarding and why it’s important.

1. Get temporary worker feedback on their onboarding process

When the temporaries enter their workplace, they should already know their working hours and all that matters, but this is also the moment when they should become familiar with the rules that govern the company (first with formal, in the form of rules, codes of conduct, etc.) and then with the informal rules of the group of people they work with. This will take time so that the employee not only remembers but also adapts to the rules.

2. Match temporaries with permanent staff mentors

It is advisable for a new employee to have a mentor, which can be his / her direct supervisor, as well as one of the colleagues with substantially more working experience. This person is tasked with introducing the new employee into the job, that is, to train him: to show him and teach him everything that is important for the proper and efficient performance of the job. First, it is necessary to know the job that the new employee has entered. Then a plan is drawn up – in addition to describing specific tasks that are waiting to be performed by an employee; it is also necessary to define deadlines by which time each segment of work or workplace will be “covered.” In this way, the pace of progress of the new employee can be monitored.

3. Do not give contingent workers non-productive tasks

Giving temporaries tasks in order “to just have something to do when there is no actual work” could damage their motivation. A vague job description or simple list of tasks that an employee needs to perform each day is often a reason to be demotivated. The tasks must be specific and related to the job description. Always explain the task as clearly as you can. If the behavior you want is actually a more complex chain of behavior, divide it into smaller and simpler behaviors. It’s better if you can reward the completion of each of a series of small steps rather than waiting for a person to complete the entire task. In other words, acknowledge the little achievement builds motivation and skills.

4. Don’t involve temporaries in many meetings

Temporary staff needs time to adjust to a new environment, so it’s important not to involve them in too many meetings. Even for the staff members that are tenured within a company, it is advisable to periodically gather and discuss current tasks, problems, and ideas, and also evaluate their work. Too many meetings could only confuse temporary workers.

Transform and Enhance Temporary Workers’ Onboarding Process

Let Flexicrew Staffing offer you some pointers on how to enhance temporary workers’ onboarding.  Contact us today.