Asking people to spend 40 hours a week doing tasks that drain their energy is a recipe for disaster. Whether they’re just stepping in the door or have been on the payroll for a decade, employees quit when they feel like their employer set them up to fail. Long-term employees suffer when their roles have evolved to fit the changing needs of the business and their new responsibilities don’t suit their strengths and needs. Close to half of new employees fail within 18 months-it’s a stat that should scare any business owner. New hires sour quickly when they discover they’re a terrible match for their new job. The issue can plague both new hires and long-term employees. In fact, poor job fit is one of the four forces of disengagement. Poor job fit disrupts employee engagement. It doesn’t matter if you have 150 employees or only 15. On the other hand, employees who work in roles they aren’t cut out for tend to be less productive, less happy, and less likely to stick around. Employees who work in roles that are a good fit tend to be productive, happy team members who stick around. Poor job fit occurs when a person is placed in a role that doesn’t match their natural strengths or doesn’t fit their personal and professional needs. What’s job fit? It’s the sense of feeling productive and satisfied in your work because your day-to-day tasks energize you. Good employees quit because of poor job fit. Specifically, you have a problem with job fit. So why do good employees quit? If you’ve been dealing with higher turnover than you want, and you can’t figure out exactly why your new hires are failing, you have a problem. It takes time to find good talent-and employee turnover costs add up-so losing even one worker can hurt. Those are the two words you least want to hear from a high-performing employee, especially if you’re running an SMB where maintaining headcount is all the more critical.
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