Uncover the Real Reason Employees Don’t Stick Around: It’s Not What You Think
Jack slumped into his desk chair, his face burning with embarrassment. Had he really just tried to spark a conversation with Jon, the Executive Director, by talking about a ripple in the carpet and a broken towel dispenser? “Oh man,” he muttered, pressing his palms to his face. “Why did I do that?”
It wasn’t like Jon was unapproachable. Jack had seen him lead department meetings, but those were more like one-sided presentations. Jon spoke while the team mostly took notes. Jack never quite knew when it was appropriate to ask a question—or even what kind of questions would be appropriate. He felt adrift in these meetings, nodding along without real clarity.
Jack groaned and rested his forehead on his desk. If only he’d received a proper introduction to Jon or even a few scheduled check-ins, he wouldn’t have felt the need to force an awkward interaction over trivial issues. It felt like every interaction with leadership was left to chance. The idea that he might be seen as “Jack, the intern who talks about carpets” made him cringe.
He opened his laptop bag and pulled out his crumpled training packet. Flipping through its worn pages, he sighed. He still couldn’t believe this multi-million-dollar organization relied on a five-page paper packet to train employees. The memory of his first day came flooding back.
Jack’s First Day: A Telling Introduction
The HR representative, Taneya, had greeted him warmly. “Welcome, Jack! Let me give you a quick tour. Over here is Production, Administration is to the left, and Marketing is just down that hallway. Break room’s there; feel free to use the fridge. After the tour, you’ll do some paperwork and watch a few orientation videos to get started.”
Taneya handed Jack a packet before starting the videos. “This is your training packet,” she said with a smile. “It outlines everything you need to learn as an intern here. You’ll take it to each department, and whoever you’re working with will teach you the tasks listed. Once they’ve gone over something, they’ll initial the box to show it’s done.”
Jack furrowed his brow. “Okay… Do the department trainers have a copy of this list too?”
“No, just you. You’ll need to make sure the trainers know what to cover.”
His stomach sank. “So… it’s up to me to make sure I get trained on all of this?”
Taneya nodded. “That’s right! But don’t worry; we expect you to finish within eight weeks. It’s pretty straightforward.”
Jack wasn’t sure what to say. His confidence in the company’s process wavered as he followed Taneya to his desk—a cubicle near the copy room and far from any clear team structure.
Training Gaps: The Subtle Frustrations That Drive Employees Away
In the weeks that followed, Jack’s concerns grew. Training felt chaotic. Each department had its own approach, and no two trainers covered the material the same way. One day, a trainer would walk him through a process step-by-step. The next, a different trainer would rush through, assuming he already knew the basics. Tasks were inconsistent, priorities shifted without warning, and Jack struggled to find his footing.
Worst of all, no one seemed to follow up on his progress. His manager, Sarah, was often too busy to check in, and Jack wasn’t sure how to bring up his frustrations without seeming ungrateful for the opportunity.
By week ten, Jack’s training packet was still incomplete. Trainers had stopped asking about it, and Jack had stopped trying to remind them. Instead, he focused on whatever task was at hand, blending into the background. His initial excitement about the internship had evaporated, replaced by disappointment and a gnawing sense of invisibility.
Jack looked around the office. Morning and evening production teams operated like they were from different planets. Marketing pushed products that were perpetually on backorder. Administration seemed too focused on future strategies to notice the chaos unfolding in the present. The company Jack had admired from afar felt like a house of cards—impressive on the outside but shaky at its core.
A Turning Point
Jack sat staring at his crumpled packet. He knew he couldn’t stay here long-term. The company’s disorganized training process wasn’t just frustrating—it was demoralizing. How could he succeed in a role where no one seemed invested in his success? He felt like a cog in a machine, easily replaced and ultimately insignificant.
It was this realization that pushed Jack to start exploring other opportunities. He wanted more than a prestigious name on his résumé; he wanted growth, clarity, and a sense of purpose. If this company couldn’t provide that, he’d find one that could.
The Truth About Training
Jack’s story reflects a critical challenge many organizations face: effective training from day one. Unfortunately, Jack’s experience is not uncommon. Research reveals that only 12% of employees believe their organization provides a good onboarding process, leaving many new hires struggling to understand their roles and responsibilities¹.
"A well-designed training program sends the message that their growth is a priority."
— Gallup, 2017
Organizations with robust onboarding programs see an 82% increase in employee retention, showcasing the long-term impact of proper training². Additionally, 4 out of 5 employees report that onboarding programs help them understand company culture, fostering engagement and trust from the start³. Yet, 34% of employees say they never received any formal onboarding, and 66% struggle with job expectations during this critical period².
"Employees need clear expectations and structured guidance from day one. Ambiguity breeds frustration."
— Gallup, 2017
Ultimately, the real reason employees don’t stick around isn’t about low pay or lack of benefits—it’s about the lack of clarity, consistency, and care in their training and onboarding processes. Organizations that fail to invest in these key areas risk losing their talent long before they ever reach their potential.
So, what can we learn from Jack’s experience?
Clarity Matters: Employees need clear expectations and structured guidance from day one. Ambiguity breeds frustration.
Consistency Counts: A unified training approach ensures that all employees receive the same foundational knowledge, regardless of who’s teaching.
Care Builds Loyalty: Employees want to feel valued. A well-designed training program sends the message that their growth is a priority.
Does Your Training Reflect Your Values?
Take a moment to evaluate your own onboarding and training processes. Are you equipping your team for success, or leaving them to navigate a maze of uncertainty? If your approach relies on outdated methods like paper packets or lacks a cohesive structure, it might be time for a change.
At On The Way Enterprises, we specialize in creating training and knowledge management systems that provide clarity, consistency, and care. Whether you’re starting from scratch or refining an existing process, we can help you build a system that supports both your team and your organizational goals.
Let’s work together to ensure your employees don’t feel like Jack. Instead, let’s make sure they feel empowered, engaged, and excited to grow with your company.
References
Glassdoor for Employers. “The Importance of Onboarding: Glassdoor for Employers.” Glassdoor, 2020, www.glassdoor.com/employers/blog/the-importance-of-onboarding/.
SHRM. “The Real Impact of Onboarding.” SHRM, 2020, www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/the-real-impact-of-onboarding.aspx.
Gallup. “State of the American Workplace: Employee Engagement Insights for U.S. Business Leaders.” Gallup, 2017, www.gallup.com/workplace/238079/state-american-workplace-report-2017.aspx.
