Use cases / Technical service provider
Client case
Deepler Journeys · Onboarding and turnover
Employee onboarding: less turnover in the first year
A technical service provider sees too many new colleagues leave within a year. The why only comes up in the exit interview, when it is too late. With Deepler Journeys new employees get a short check-in at fixed moments during their onboarding, and the team lead is alerted immediately if things are not going well.
Sector
Engineering
Target group
New employees
Solution
Deepler Journeys
Application
Onboarding and retention
In brief
The question
Why do new colleagues drop out, and how do you hear about it in time?
The insight
Signals often come in the first month, not only at departure.
The result
Team leads step in while it is still possible.
The question: why do new colleagues drop out?
Recruiting technical staff takes a lot of time and money. If a new colleague leaves after a few months, it starts all over again. The organisation only hears the reasons in the exit interview, and then there is nothing more to be done.
The approach: check-ins at fixed moments
Every new colleague automatically gets a short questionnaire at fixed moments: in the first week, after thirty days and after ninety days. The journey starts from the HR system (an integration in the Enterprise package), so nobody has to remember it.
Start from HR system
New colleague, new journey
Check-ins at fixed moments
Week 1, day 30 and day 90
Alert on a low score
Immediately a task for the team lead
The insight: the first month is decisive
The check-ins show where things often go wrong: after an enthusiastic first week, the score drops around day thirty. New colleagues then lack clarity about their role or guidance on the shop floor. Because the team lead immediately gets a task to start the conversation, this is picked up before someone drops out.
New colleague journey
Score 6.2 on day 30: the team lead automatically gets a task to start the conversation.
Illustrative representation
The result: signals in time, not only at departure
Instead of hearing afterwards why someone leaves, the organisation sees the signals while something can still be done. Team leads know when to start the conversation, and HR sees per phase where the onboarding process can improve.
- Problems visible in the first month
- A concrete task for the team lead with a low score
- Visible per phase where onboarding can improve
Reducing staff turnover starts at the start: three lessons
Anyone who wants to reduce staff turnover starts with the first months. Three lessons:
Ask at the right moment
A short check-in on day thirty says more than an extensive survey after a year.
Make the team lead the owner
Link a low score directly to an action for the manager.
Look per phase
Compare the scores per moment to improve onboarding in a targeted way.
Do you also want to know why people eventually leave? View the case on exit interviews that actually deliver something, or discover Deepler Journeys.
Frequently asked questions
Frequently asked questions about onboarding and retention
When do you measure how a new employee's start is going?
At fixed moments: just before the start, in the first week, after thirty days and after ninety days. That way you see per phase how someone experiences their start.
Why do new employees leave in the first year?
Commonly cited reasons are unclear roles, too little guidance and a wrong picture of the work. By measuring in time, you hear this before someone decides to leave.
How do you reduce turnover among new employees?
By guiding the first months well, regularly asking how things are going and taking action immediately when a score is low.
Does Deepler Journeys work with our HR system?
Yes, in the Enterprise package. A journey can then start from your HR system, for example when a new employee joins, so the right questions and tasks are ready automatically.
Are the answers anonymous?
You choose whether a check-in is anonymous or by name. By name, the team lead can start a targeted conversation; anonymous gives an honest picture at group level.