{"id":770,"date":"2024-05-08T08:00:52","date_gmt":"2024-05-08T08:00:52","guid":{"rendered":"https:\/\/www.biworldwide.com\/en-au\/?p=770"},"modified":"2025-04-03T14:35:06","modified_gmt":"2025-04-03T03:35:06","slug":"impact-of-early-recognition-on-turnover","status":"publish","type":"post","link":"https:\/\/www.biworldwide.com\/en-au\/our-work\/blog\/impact-of-early-recognition-on-turnover\/","title":{"rendered":"Impact of Early Recognition on Turnover"},"content":{"rendered":"
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Does recognising your new employees\u202fearly and often\u202fmake a difference in an employee’s intent to stay? <\/p>\n\n\n\n

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It\u2019s a question worth considering as a study by Equifax Workforce Solutions shows that 40% of turnover occurs within the first six months of an employee\u2019s job experience. If actively recognising new employees contributes to reducing turnover early in an employee\u2019s tenure, it could be a powerful way to address a huge and expensive problem. <\/p>\n\n\n\n

One company decided to put this to the test. A call centre that experienced a high level of turnover in the first few months of an employee\u2019s tenure focused on establishing a culture of recognition early in the employee\u2019s career. According to a research study on The\u202fNew Rules of Engagement\u00ae,<\/a> employees who receive recognition are\u202f2x as likely<\/strong>\u202fto feel inspired. And inspired employees are 2x more likely to stay at their jobs for the next 12 months. <\/p>\n\n\n\n

The company introduced a pilot program to recognise these new employees frequently, including: <\/p>\n\n\n\n

Day 1:<\/strong> 
Welcoming new employees with branded company merchandise.<\/strong> <\/p>\n\n\n\n

Week 1:<\/strong> 
Having the manager send specific recognition with points. Points could be accumulated and used for a variety of\u202f<\/strong>merchandise<\/strong><\/a>,\u202f<\/strong>experiences<\/strong><\/a>, and\u202f<\/strong>upskilling opportunities.<\/strong> <\/p>\n\n\n\n

Week 3:<\/strong> 
Recognising<\/strong> learning success with a thank you and points.<\/strong> <\/p>\n\n\n\n

First 60 days:<\/strong> 
Recognising<\/strong> completion of training with points.<\/strong> <\/p>\n\n\n\n

Month 3:<\/strong> 
Ongoing recognition with a gamification component and points for positive results\/successes.<\/strong> <\/p>\n\n\n\n

Month 6:<\/strong> 
Celebration email for a\u202f<\/strong>milestone anniversary<\/strong><\/a>\u202falong with a gift selection to reinforce the employee’s value to the company.<\/strong> <\/p>\n\n\n\n

Managers received nudges to recognise their employees along their journey to show support and reinforce new employees\u2019 contributions to the company. <\/p>\n\n\n\n

This strategic onboarding plan delivered great results. A positive correlation existed between employee recognition and retention. In fact, turnover was\u202f4x lower<\/strong>\u202famong employees with the highest volume of recognitions that were given with awards (points towards merchandise and experiences) compared to those with the lowest volume. <\/p>\n\n\n\n

With the level of job openings at record highs, many companies are working to retain their employees. Developing a specific plan focused on new hires helps reduce the rate of early exits (within the first six months of employment).\u202fRecognition\u202f<\/a>and learning play an important role. <\/p>\n\n\n\n

Three steps to get started:<\/strong> <\/h3>\n\n\n\n

1.\u202fReview your current data by tenue to get a baseline of\u202femployee turnover\u202f<\/a> between 0 – 6 months. <\/p>\n\n\n\n

2.\u202fReflect on your\u202fonboarding strategy<\/a>\u202f\u2014 from day one to six months \u2014 and identify the gaps. <\/p>\n\n\n\n

3.\u202fExpand your plan to elevate your recognition touchpoints..<\/strong> <\/p>\n\n\n\n

____________________<\/strong> <\/p>\n\n\n\n

Want to learn more about engaging and retaining great employees? Begin with an overview of the moments that count:\u202f<\/strong>Employee Recognition | BI WORLDWIDE<\/strong><\/a> <\/a><\/p>\n\n\n\n

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