What does wet spaghetti have to do with engaging employees?

Stupidity is often described as trying to do the same thing over and over hoping for different results but getting the same results. It’s like pushing a string or a wet spaghetti noodle hoping it will become a straight line.

Why do we do that?

That’s the same with hiring/firing/re-hiring.  There are all sorts of HR stats and if you were a betting man or woman, you could almost predict the number of new employees that will blow out within six months to a year and a half.

  • A mid-level manager is expected to last 6.2 months, according to Michael Watkins, author of “The First 90 Days: Critical Success Strategies for New Leaders at All Levels.
  • 22% or about one in five newly hired employees will not last the first 45 days of employment. (The Wynhurst Group)

Ever wonder why that happens?  It has a lot to do with fitting into a culture, getting along with peers and understanding the sensitivities and landmines that make a boss go nuts. HR can play a huge role in setting up an on boarding program involving managers and peers who can help steer new employees. Setting up a mentoring program would be a huge benefit as well. Surprisingly, a lot of companies don’t do this.

Maybe it’s because the leaders aren’t presented with a cost/benefit business analysis. The math is pretty straight-forward. What’s the cost of hiring, firing than re-hiring someone, not to mention the turnover of existing employees stressed and overworked as a result? What’s the lost in productivity? That could at least be the start to estimating a budget. Plus, there’s so much talent and wisdom in an organization, that a mentoring program could be a low-cost, high effective way to engage and retain good talent.

And, at the least, you would get a way from the wet spaghetti scenario.

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