The Disappointment Factor

In all the rhetoric about Talent Management, is anyone paying attention to what I call The Disappointment Factor?

In a nutshell, it's this: that new hires often find, after three to five months on the job, that the reality (of the job, of the boss, of the culture, etc.) is not the same as the promise they were sold in the interview process.

As a result, they feel disappointment, and may start to look for a way out and a new job.

What practices do you use to deal with The Disappointment Factor so that the investment you made in finding good people does not go down the drain through unwanted turnover?

Posted by Terrence Seamon, Nov 11, 2007


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