What are the emotions of new employees
As leaders in organizations, we frequently neglect a crucial aspect of onboarding: the mental and emotional adjustment of new employees. This oversight can lead to significant consequences. Picture a scenario where a new hire starts with enthusiasm and a strong desire to succeed.
However, after just a few months, their initial excitement fades, and their sense of commitment diminishes. Before long, the prospect of termination may become a reality.
Why does this pattern occur so frequently? The root of the problem lies in our tendency to underestimate the internal challenges that employees encounter when transitioning into a new role.
Each employee brings their personal history and experiences with them into the workplace, which can heavily influence their ability to adapt.
When we fail to recognize that each person carries their past into every situation, they can become trapped in old patterns of thinking. This often leads them to interpret current experiences through a lens colored by previous events, which may not accurately reflect reality.
For instance, consider a new employee who feels that their boss is scrutinizing them. This feeling may stem from past encounters with authority figures that left them feeling inadequate.
In such cases, without self-awareness, individuals may continue to perceive their current situation through the shadow of their past, missing out on opportunities for growth and connection in their new environment.
This is where "Mental Onboarding" comes into play. This approach addresses the internal narratives, fears, and pressures that employees experience in their new roles.
By acknowledging and supporting these challenges, companies can help new hires feel more grounded, fostering a stronger bond between the employee and the organization. Ignoring these issues risks causing valuable talent to feel disconnected and leave shortly after joining.
The financial implications of losing a new employee are substantial. It is estimated that the cost of replacing one employee can reach up to 33% of their annual salary. This turnover negatively impacts both productivity and team morale.
By integrating "Mental Onboarding" into the onboarding process, companies equip new employees with the skills to handle uncertainties. This can lead to improved retention rates and a workforce that is not only more stable but also more engaged.
Over the past year, I have spoken with numerous experienced professionals who secured their ideal job but quickly realized that it did not meet their expectations. They often end up in an internal struggle, feeling unfulfilled by what was supposed to be a positive change.
This inspired me to develop the "Mental Onboarding" concept, aimed at addressing these very issues and providing support during those vital initial months.