What does all of this reshuffling mean for the companies?
Let’s look at the numbers. It can cost a company anywhere between one-half to twice a person’s salary to hire their replacement. If you take into account the time it takes to hire and train the new candidate and the amount of people in transition at any point in time, the impact is significant. Based on employee turnover rates before the pandemic in the United States, that can amount to a whopping $1 trillion a year. Moreover, every time someone leaves their job, it automatically has a ripple effect on productivity and negatively impacts the productivity of anywhere between 5 to 12 people directly.
Thanks to the ‘Great Reshuffle,’ most companies have onboarding programs in place for their new hires with methods that work to varying degrees of success. It is notable that few companies have any kind of onboarding program for employees transitioning to new roles within the organization. This, we would argue, is a serious oversight and a big part of the reason that almost 50% of people who were promoted within their own organizations were underperforming a year and a half into their promotion. A similar number of failed transitions was reported among senior leadership roles.
So why do so many internal transitions and external hires fail? Ultimately, their lack of success is not an indication of professional failure or incompetence. What it comes down to is ‘network performance’: these professionals might be great at their jobs, but they are bad at networking.