Most every business owner has gone through this scenario: You spend time and money advertising, reading resumes and interviewing for an open position with your practice. You find and hire someone you believe to be perfect. You provide them with training and introduce them to the rest of your staff. You think all is going well and that you can get back to your normal activities when - surprise! - your new hire quits after a short time, leaving you before your practice can reap the benefits of the time and resources you’ve invested. Worst of all, you have to start all over again.

When this happens, your gut reaction is to blame the employee. And it is true that oftentimes there is nothing that you could have done to prevent the employee from leaving. Maybe they weren’t serious about the job in the first place, or maybe circumstances outside of their control (a spouse getting transferred to a new city) might have forced their hand. But the truth is that many employees who leave new jobs quickly do so due to circumstances which are in your control. Here are three reasons new employees leave jobs quickly:

1. They Did Not Receive Adequate Training

This is one of the biggest reasons employees leave their jobs shortly after they start, and it is one which you can control. Make sure that your training program is intensive and that employees have plenty of time to ask questions. Also, even if your practice is short-handed and you are anxious to get the new employee to work, do not shorten the training period and expect the new hire to sink or swim. While it might seem advantageous in the short term, you are increasing the chances that the new hire will feel overwhelmed and unprepared.

2. Their Actual Job Did Not Match the Description

While you want to make your job descriptions as enticing as possible in order to recruit the best talent, you also need to make sure that they contain an honest assessment of the duties of that position. Do not “lure” new hires in with one job description and then expect them to perform another.

3. Their Supervisor or Colleagues Made the Job Intolerable

If you have a toxic office environment, you are unlikely to keep any new hires for long. “Clean house” at your practice before bringing in someone new, and you can prevent negative staff members from impacting a new employee. If you know that a member of your workforce is extremely negative or difficult to work with, even if “everyone knows that is just how he is,” you need to address that issue right away. Not only will this make for a more inviting environment for new hires, but it will improve upon the morale of your existing staff.

Frequently Asked Questions

Q: Why do new employees often leave their jobs quickly?
A: There are several reasons, but three common ones include inadequate training, job mismatch with the description, and a toxic work environment.

Q: How can I prevent new employees from leaving due to inadequate training?
A: Ensure your training program is thorough and allows time for questions. Avoid rushing the training period, as it increases the chances of the new hire feeling overwhelmed and unprepared.

Q: What should I do to ensure the job matches the description provided to new hires?
A: Be honest and accurate in your job descriptions to avoid misleading candidates. Ensure the duties described align with the actual responsibilities of the position.

Q: How can I address a toxic work environment that might drive new employees away?
A: Prioritize addressing negative attitudes or behaviors among staff members before bringing in new hires. Address issues promptly to create a more positive and inviting workplace for all employees, new and existing.

About the Author

At Dental & Medical Counsel, we've been instrumental in realizing the practice goals of countless healthcare professionals. Whether you're looking to purchase, launch, or sell a healthcare practice, our expertise is your guide. Beyond the initial stages, we're committed to ensuring your healthcare practice remains legally compliant.

We provide comprehensive support, including employment law protections, healthcare contract reviews, and assistance with healthcare employment agreements. Additionally, we specialize in incorporating healthcare practices and securing trademarks. And for long-term planning, our services extend to helping healthcare professionals with succession and estate planning. Trust us to be your partner in every step of your healthcare practice journey.

About Ali Oromchian, Esq.

Your Healthcare Lawyer

Ali Oromchian, JD, LL.M. is the founding attorney of the Dental & Medical Counsel, PC law firm and is renowned for his expertise in legal matters

Ali Oromchian, JD, LL.M., is a leading legal authority in dental law and the founding attorney of Dental & Medical Counsel, PC, with over two decades of experience. His deep connection to dentistry comes from his wife's nearly two-decade-long career as a pediatric dentist.

This personal insight fuels his dedication to empowering dentists to navigate their legal challenges and achieve their practice goals. In doing so, Ali has helped thousands of doctors open their practices while maintaining legal compliance.

Ali is frequently quoted and contributes articles to dental publications, including the California Dental Society, Progressive Dentist, Progressive Orthodontists, Dentistry Today, Dentaltown, and The New Dentist magazines, further showcasing his commitment to the dental community.