Once an employee has agreed to join a company, they will have expectations about what it’s like to work in that company. These expectations will be based on your external brand promise, as well as the implicit and explicit promises made to the employee during their interview process.
You must work hard to meet those expectations in order to retain that employee. According to TalentKeepers, Inc, “59% of all attrition is occurring in the first year of employment and begins declining only after the 1-2 year period.” That is not an HR issue. This is a serious business issue. And a costly one, at that.
There has been a lot of discussion in recent years about “employee engagement”. In 2006, The Conference Board published “Employee Engagement, A Review of Current Research and Its Implications”. In that publication, they defined employee engagement as “a heightened emotional connection that an employee feels for his or her organization, that influences him or her to exert greater discretionary effort to his or her work”.