A growing trend that has been causing headaches for employers is the increased incidence of employee ghosting, with the focus of this article being casual staff. You invest time, effort, and resources into onboarding a new employee only for them to disappear without a trace. Here we explore why employee ghosting happens and ways in which it can be prevented. After all, recruitment is not just about finding the right talent but also about retaining them.
Ghosting is when an employee suddenly stops communicating or attending work, which can be perplexing, highly inconvenient, and costly for employers. Many employers’ business demands mean that casual employees make up a fair percentage of their workforce.
More than ever, employers including Pinnacle People, (Australia’s largest Hospitality, Event and Customer service Talent Partner) have experienced a significant increase in applicants choosing to work casually, in effect choosing flexible work over locked in hours.
Such organisations think it’s a win/win, only to later find that employees ghost, without notice.
There are several reasons why an employee might ghost an employer including,
Commitment: Or lack, of. In some cases, candidates accept multiple job offers with no intention of honouring them, leading to a lack of commitment to any role.
Expectations: Candidates may have unrealistic expectations about the job or workplace culture, leading to disappointment and disengagement once they start working.
Better offers: Despite accepting a job offer, candidates may continue their job search and accept a better offer elsewhere, leaving their initial employer in the lurch.
While employee ghosting can be frustrating, there are steps that employers can take to reduce the likelihood of it occurring:
Communication: From the interview stage to the initial job posting and beyond, maintain transparent communication about job expectations, company culture, and growth opportunities. This helps set realistic expectations and reduces the likelihood of surprises post-hiring.
Embracing the shift in mindset: Communicating from the start about what days or periods that accepting shifts is essential and what days/ periods its ok to pull out of or swap shifts. Be understanding as much as you can be and clear about the no go zones from the start.
Effective onboarding: Develop a comprehensive onboarding process that introduces new employees to their roles, team members, and organisational values. Assign a mentor or buddy to provide support and guidance during the initial days to help new employees feel welcomed and valued.
Regular Check-Ins: Schedule regular check-ins with new employees during their probationary period to address any concerns or challenges they may be facing. Encourage open dialogue and provide avenues for feedback to ensure their needs are being met. Remember – feedback is a gift!
Workplace Culture: Foster a positive and inclusive workplace culture where employees feel valued, respected, and motivated to excel. Recognise and reward employee contributions, promote work-life balance, and invest in professional development opportunities to demonstrate your commitment to their growth and well-being.
Provide incentives for busy periods or less desirable shifts: It is axiomatic that working some shifts or periods such as weekends and holiday periods are less desirable. Providing incentives such as rates of pay above award, complimentary food, beverage or product or gifts/prizes make these shifts more appealing.
Employee ghosting is prevalent, and a challenge faced by employers in the hospitality, events and customer service industries, but the risk of this can be mitigated. By understanding the underlying reasons behind ghosting and implementing strategies to prevent it, employers can improve employee retention and create a more stable and productive workforce.
At Pinnacle People we align our talent to the needs of our partner clients, ensuring that both parties’ expectations are met. We are driven by a genuine passion to help our people to achieve their career goals through an inclusive and engaging approach, ensuring opportunities and positive outcomes for all.