Retention in the Workplace - A Tale of Two Restaurant Manager Inductions: Should I Stay or Should I Go?

In the hospitality industry, we usually love numbers, but here’s one that might give you pause...30% of new employees bail within 90 days. Instead of diving into another article about all the reasons behind this stat—complete with insights from people much smarter than me - I thought I’d share a true, recent cautionary tale.

Meet Jack and Jill, two inductees whose experiences really highlight how crucial onboarding is for new hires.

Part 1: Jack's Journey

Jack's a seasoned restaurant manager with experience in corporate giants and privately-owned businesses. Soon jack interviewed with a well-known UK brand, he was excited following a positive interview with his future direct manager and an area manager, Jack was promised a decision by the end of the week. Unfortunately, things didn’t go as planned.

Two long weeks passed with no updates. Just when he thought he might be left hanging, he finally got the job offer—a relief, but the real challenges were just starting.

As his start date approached, Jack still hadn’t received a written offer or contract. It wasn’t until the Friday before his Monday start that he finally got the paperwork. His excitement turned to worry when he realized there was no induction plan or guidance on where to show up on his first day.

After a quick call for clarity, he got only vague verbal instructions. What followed was a series of frustrating mishaps:

• He had no induction walk-through of his workplace; he discovered the upstairs area only two days in!
• It took a week to get his induction plan, and when he did, his future training buddies were clueless about their schedule.
• There was no health and safety training, no health questionnaire, and no proper name on his badge. He was without a fuel card and phone for a whole week!
• No review from HR and no formal evaluation during his three-month probation.

Amid all this chaos, Jack saw some pretty disheartening behaviour among his colleagues and managers. Feeling undervalued and insecure, he made the tough call to resign after just three months.

Part 2: Jill's Experience

Now, let's change our focus to Jill

Onboarding at another national hospitality brand with over 120 locations. From day one, her interviews and every step that followed were handled with professionalism and clarity, making her feel right at home.

• Four weeks before her official start date, Jill got all the important documents and plans, calming any first-day nerves.
• She was introduced to her new colleagues and the office support team, instantly feeling like a valuable part of the company’s vision.
• Jill’s training location was even moved closer to home, making it easier for her to balance work and family.
• Her trainer was super accommodating, allowing her to support her family in the evenings without a hitch.
• Throughout her onboarding, Jill enjoyed consistent mentorship, support, and regular recognition.

You can guess who stayed and who went...Three months later Jill welcomed Jack into her company - a powerful testament to the different paths they took.

The real story of Jack and Jill shines a light on how much onboarding can impact a new employee's experience. It’s crucial for companies to prioritize and invest in a solid onboarding process, as it not only boosts employee retention but also contributes to overall satisfaction and productivity.

Ultimately, we all share a stake in fostering an environment where employees feel valued from their very first interaction. Let’s take a moment to reflect on how vital it is for individuals to feel appreciated in their roles; it can make all the difference in the world!