What are the measures against early turnover? Increasing retention rates through a structured follow-up system after joining the company.
Stop turnover within three years and extremely early turnover of less than one year. A system of acceptance that bridges the gap of "thinking we are teaching" and prevents individualization.
About 30% of university graduates leave their jobs within three years, a phenomenon known as "Shichi-Go-San," and recently, addressing "super early turnover," where employees leave within a year, has become urgent. The background of early turnover lies in the "discrepancy in follow-up" that arises between the expectations and anxieties of new employees right after joining and the busy work environment. Our company supports significantly reducing turnover rates through the "systematization of the post-joining process," which does not rely on individual efforts or the burden on the workplace. [Key Points for Systematization to Prevent Isolation of New Employees] - Sharing Goals: Clarifying the roles and steps for skill acquisition required at each stage. - Regular Follow-Up: Establishing regular meeting opportunities and clearly indicating points of contact for when help is needed. - Company-Wide Backup: HR-led checks on the progress of development in the workplace. "Discrepancies in acceptance" are a given. That is why creating a state where consistent follow-up is provided regardless of who is in charge is a sure first step toward improving retention rates. *For more details, please download the catalog or feel free to contact us.*
basic information
For more details, please download the catalog or feel free to contact us.
Price range
Delivery Time
Applications/Examples of results
This service can be introduced as a "process improvement tool and consulting" aimed at enhancing engagement across the organization and strengthening collaboration between HR and the field. 【Main Targets and Uses】 ■ Comprehensive review of the flow from recruitment to retention: When you want to structurally improve not only recruitment activities (building a talent pool) but also the onboarding system after joining the company. ■ Maintaining motivation of existing employees: When you want to break the prevailing mood of resignation in the field that "even if we train them, they will leave anyway," and reduce and standardize the burden on trainers. ■ Strengthening management and organizational capability: When you aim to prevent the leakage of know-how due to talent outflow and seek stable organizational operations and medium- to long-term productivity improvement. From "consultation on direction" at the stage where specific measures have not yet been decided, to analyzing current reasons for turnover, creating and implementing checklists and interview sheets, you can utilize this service in all aspects of process design to identify the true causes of turnover in your company and solve them through structured systems.
catalog（3）
Download All Catalogs
Recommended products
Distributors
Our company is engaged in the planning, design, and production of websites, as well as the planning, design, and production of internet rich content. With a wide range of expressive capabilities and accumulated, refined web know-how and technology, we aspire to be a company that not only produces but also provides "new value" through "thinking power." Furthermore, we aim to create smiles for everyone who interacts with what we provide.