Why Employee Retention Starts at the Interview Process

The decision to leave a company is an emotional one.
Usually, it’s not a throw-your-toys-out-the-pram type decision, but rather a series of negative emotional experiences, of varying depth, that build up to take someone over an unseen tipping point.

Of course, companies want to keep the talented people who they have spent a lot of time, effort, and money to hire. But the problem is, they usually attack the problem at the end, not at the beginning. They try to fix some of the negative emotions that build up, and that is usually a case of too little, too late.
The Importance of Relationships
Too many companies try to keep their employees happy through hygiene factors, like improved pay, nice coffee, and lots of perks, but these don’t solve, nor prevent, that negative emotional build up that actually causes people to leave jobs.
Actually, it is frequently bad interpersonal relationships, primarily with their managers, that drive people to leave their jobs. In the US up to57% of employees leave because of the relationship with their manager. It’s the number one reason people give for leaving their jobs.

So what’s the solution?
In short: the intervention needs to happen earlier.

In fact, it should start way upstream at the hiring stage, long before negative emotions have the chance to build up.
The way that companies currently construct their interview processes are too often failing them. Interview processes often evolve organically over time, with too many fallacies unwittingly baked into them. There’s often a desire within companies to have many voices in the interview process, but are all voices equal in deciding a hire? Is everyone evaluating on the same criteria? Who should own the hire? And of course, there are also biases that can seep into the hiring process.
Interviews are important, but the majority of interview processes used today miss the most important factor in people resigning—the match between the manager and the new hire—and also the next most important factor: the match between the new hire and their team. Assuming we are trying to hire more diversely and not just hire people who are like us, we can’t rely on easy rapport and shared culture as deciding factors. Instead, we need a better tool to help us figure out one of the most important elements needed to ensure long-term retention.
One of the core reasons we created Attuned was to understand people’s unseen values at work. Attuned’s superpower lies in its ability to show a person’s values compared to someone else, as well as versus the common values within a team. In other words, before a new hire joins, you can see where there could be friction between a new hire and their manager or their team.

More than behavior, more than personality, it is the clash caused when two people have very different value hierarchies that is most often the root cause of deep dissatisfaction, and the source of the emotional build-up that prompts someone to quit a boss and a company.
We are solving this at Attuned. During the interview process, companies now have access to a tool that allows them to have an open discussion about potential gaps in motivations. And before a new hire joins, it also creates a space to have honest, inclusive conversations about areas that are likely to create friction in their relationship with their manager.
Discussions such as these form the basis of a trusting relationship from the very start, and that in turn leads to more hires staying more motivated for longer, thus boosting retention. Attuned helps to build deep trust by giving insights that spur meaningful conversations from the very beginning of a work relationship.

-------
Thank you for watching our video. Leave your thoughts in the comments and if you like what we are doing, subscribe to our channel.

🔴 Subscribe to our Channel
https://www.youtube.com/channel/UCwaHUa4G_V5nEXYtlmVbRqw?sub_confirmation=1

✚ About Attuned
The Intrinsic Motivation Software - Make work more meaningful
Understand what really motivates your team. Make unseen values visible.
Create Psychological Safety through Intrinsic Motivation.
#intrinsicmotivation​ #psychologicalsafety

Visit our website!
https://www.attuned.ai/

Work with us. We're hiring!
https://www.attuned.ai/en/careers

✚ Attuned on Social Media
LinkedIn: https://www.linkedin.com/company/10820814
Twitter: https://twitter.com/attunedai

Music by bensound.com

Видео Why Employee Retention Starts at the Interview Process канала Attuned