Giovannistasi.com – Hiring a new employee is a significant investment for any company. From sourcing and interviewing candidates to offering a competitive salary, the costs can add up quickly. However, one cost that is often overlooked is the expense of training the new hire. Not only does it take time and resources to properly train a new employee, but the average cost can be quite significant. In this article, we will explore the average cost to train a new employee and why it is an essential consideration for companies.
Understanding the cost of employee turnover
Employee turnover is a reality that most businesses face. It is the convoluted process of an employee leaving and another employee taking their place, which comes with a hefty price tag. The cost is primarily associated with the extra expenses incurred in recruiting, hiring, and training the new employee. The training cost alone can be overwhelming, and it is a crucial factor of the expenses associated with employee turnover.
The average cost of training a new employee depends on several factors such as the industry, the job position, and the company’s size. According to the Society for Human Resource Management (SHRM), the average cost to train a new employee is roughly $1,425, and it can take up to 42 days to fill the vacancy. However, this number varies significantly based on the job position, where the cost to train a new manager can reach up to $10,000 and up to $7,000 for an executive. Therefore, it is essential to pay attention to these expenses to mitigate them effectively.
The cost of employee turnover goes beyond the training cost; it also encompasses other areas such as lost productivity and engagement. When an employee leaves, it takes weeks or even months to find a replacement. In the meantime, the existing team has to take on more responsibilities, resulting in productivity loss. Furthermore, employee turnover can lead to reduced employee morale and engagement due to the constant changes, which can directly impact the overall workplace environment.
Research has shown that employee turnover cost can cost up to 200% of an employee’s salary. That means if an employee with a salary of $60,000 leaves, the total cost to the company would be at least $120,000. This cost includes factors such as recruitment, onboarding, and training, and it can lead to adverse effects on the company’s finances in the long run. Therefore, it is crucial to reduce the employee turnover rate to save on costs and maintain a stable workforce.
One effective way to reduce employee turnover cost is to focus on employee retention by providing employees with a positive and inclusive work environment. Employees are more likely to stay in a company where they feel valued, respected, and included. Therefore, it is essential to invest in employee programs such as training, mentorship, and flexible working hours to increase employee engagement and morale.
The cost to train a new employee is not just a financial burden, but it also affects the company’s culture and overall functioning. By understanding the cost associated with employee turnover, businesses can implement strategies to reduce it effectively. Investing in employee retention programs and a positive work environment is an effective way to mitigate these expenses while keeping the workforce stable and engaged. Companies should pay attention to employee satisfaction to achieve higher retention rates and reduce the cost of turnover in the long run.
The Direct Expenses of Training a New Hire
When it comes to hiring a new employee, the costs can go way beyond the salary you offer them. One significant cost that many employers forget to consider is the direct expenses of training a new hire. This cost can include various elements and mostly depends on the training method and the length of time it takes for the employee to become proficient. Here are some of the direct expenses of training a new hire that you should consider when hiring a new employee.
1. Training Materials and Equipment
Providing training materials is necessary to ensure new hires understand the job’s requirements. These materials include manuals, software, equipment, tools, and other resources that can help employees get familiar with the job’s essential functions. Depending on the nature of the job, training materials can cost a company anywhere from a few hundred dollars to thousands of dollars.
For instance, if you’re hiring a new employee for a technical job, you need to provide them with specialized software and tools that are essential for the job. These resources come at a cost, and it’s up to you as an employer to provide them for the training process. Additionally, if you’re training your employees on-site, you’ll need to purchase and set up the necessary equipment to facilitate the training. All these costs increase the overall expenses of training a new employee.
2. Trainer’s Compensation
The amount it costs to train a new employee may include compensating the employee assigned to train the new hire. This employee must take a break from the regular job responsibilities to focus on training the new hire. While the trainer’s time may not be dedicated to the training process, their company will still have to pay them for the time spent providing guidance.
In addition to that, trainers must have the necessary skills and experience to train the new hire effectively. Companies need to invest money, time, and resources to train the trainer to transfer the knowledge effectively. Failing to provide adequate training to the trainer can lead to errors in the training process, prolonging and increasing training costs.
3. Trainer’s Travel Expenses
Sometimes, companies have to bring in trainers from a different location to train new hires. Such a move only increases the overall cost of training. Companies need to pay for transportation, lodging, and meal expenses, among other things, during the training period. Sometimes, this even means paying for the trainer’s salary during the travel time.
4. Outsourcing Professional Trainers
If the skills required to train new employees are not present in-house, companies will need to outsource the training process. This aspect of training can be quite costly, especially if companies have to pay professional trainers to conduct the training sessions.
Outsourcing training also extends the employee’s learning period considerably, prolonging the training period. Therefore, it’s less effective than providing an in-house trainer to train the new employee. However, for niche industries or highly specialized areas of expertise, outsourcing may be the only viable option.
5. Employee Benefits
During the training period, the new employee is not yet productive, which means the company is not yet generating any revenue from the employee. Additionally, companies have to pay the employee’s salary, and in some cases, employers may have to offer employee benefits such as healthcare, retirement accounts, and paid leave.
The cost of employee benefits can add up, especially for small businesses. These benefits can quickly become an additional cost of training new hires on top of other expenses, such as the cost of providing training materials and purchasing and setting up equipment and tools.
Training a new hire is an essential process in any business. However, companies need to factor in the direct expenses of training a new employee when budgeting to reduce surprises and avoid financial strain. Understanding and planning for these costs will help companies make informed decisions based on their budgetary limitations, ensuring a smooth training process.
The Hidden Costs of Onboarding and Training
Training new employees is an inevitable expense businesses must face. Unfortunately, the true expense of onboarding and training workers usually goes unnoticed. Here are some of the hidden costs of recruiting and training employees.
Lost Productivity
Training new employees takes time away from regular operations. In most cases, managers and other staff have to sacrifice their time to provide the necessary training. While this may be beneficial in the long run, it often means that there is an initial period of lost productivity. In some cases, it can take weeks, or even months before an employee is fully trained, and during that time, the business has to bear the cost of reduced productivity. The lost productivity cost is hard to quantify, but it’s a real expense, and businesses need to account for it in their budgets.
One way to minimize lost productivity cost is to allow new staff to shadow existing, experienced employees. This way, new employees can learn while contributing to the business’ productivity instead of slowing it down until they are competent enough to work independently.
Equipment and Material Costs
Depending on the job, businesses will have to purchase necessary equipment and materials for their new employees. These expenses are often overlooked when estimating the cost of onboarding and training a new employee because they are seen as part of the normal course of doing business. But they add up quickly.
For example, a warehouse hiring a new employee may have to purchase new safety gear, such as helmets and work boots. If a business is hiring office staff, computers, and desk equipment must be obtained. These costs, along with the cost of materials consumed during training, such as training manuals, can deceive managers into believing the cost of training is way less than it actually is.
It’s important that the business identifies any equipment and material costs required before bringing in new employees to estimate, plan and control their expenses better.
Higher Turnover Rates
Another hidden cost of onboarding is the hidden rate of employee turnover. In a study conducted by the Center For American Progress, it was discovered that replacing an employee can cost as much as 21% of their salary. While turnover may not always happen immediately after onboarding and training, if it occurs shortly after an employee has finished their training, it’s safe to say that the cost of training and onboarding that employee was a loss for the business.
To avoid having to replace employees soon after hiring and the cost of replacing them, businesses can better their hiring process by selecting only candidates who match the necessary qualifications, skills and personality to work in the company. Businesses can also improve the overall experience of working in the company to retain employees longer by developing a positive work culture and offering opportunities for growth and career progression.
The cost of onboarding and training an employee is much more than meets the eye. From lost productivity to equipment costs and higher turnover rates, businesses must be keen on identifying, estimating and controlling expenses. By incorporating these overlooked expenses into their budget, businesses can make informed hiring decisions and reduce the overall cost of training new employees.
Strategies for reducing employee turnover and training costs
Employee turnover is one of the biggest challenges that employers face nowadays. In addition to the physical and emotional strain that turnover causes, it can also be costly to train and prepare new employees to meet company standards. The average cost of training a new employee is estimated at $1,252 per employee, which includes expenses such as training materials, trainer salaries, and employee time spent in training.
Here are some strategies to help reduce employee turnover and training costs:
1. Hire right
The best way to reduce employee turnover is to hire the right people from the start. You can minimize employee turnover by ensuring that candidates fit the company culture and have the necessary skills for the job. The best way to achieve this is through a thorough screening process which includes background checks, skill tests, and interviews. This will ensure that you hire someone who not only meets your skills requirements, but also fits into your company culture and values.
2. Provide ongoing training
Provide ongoing training and education to help employees keep up-to-date with the latest technology and industry standards. With proper training, employees will feel confident in their abilities, will stay engaged in their work, and will be more likely to stay with the company. Consider offering opportunities for your employees to learn and grow their skill set, such as offering classes or online courses.
3. Encourage communication and feedback
It is important to create an open and honest communication environment where employees feel comfortable discussing their issues and concerns. Encourage regular check-ins between managers and employees to discuss progress, feedback, and address any concerns or issues. By listening to your employees’ feedback, you can identify areas for improvement and make changes to keep your employees happy and engaged.
4. Support work/life balance
Support work/life balance by offering flexible schedules and remote work opportunities if possible. Many employees value flexibility in their work arrangements and are willing to stay in a job that offers it. By providing options for employees to balance their work and personal obligations, you can reduce stress levels, increase job satisfaction, and improve retention rates.
By implementing these strategies, employers can reduce employee turnover and training costs. Ensuring that new hires have the necessary skills and fit into the company culture will reduce employee turnover. Offering ongoing training and opportunities for growth will keep employees engaged and up-to-date on industry standards. Creating a supportive and open communication environment will help to ensure that employees stay happy and productive. Supporting work/life balance can also help to improve retention rates and save on costs. These strategies can lead to reduced turnover, an increased staff retention rate, and ultimately, contribute to a positive work culture.
The Average Cost to Train a New Employee
Training a new employee can be a considerable expense for any company. According to a study conducted by the Association for Talent Development, companies on average spend $1,208 per employee in the United States every year on training and development. This cost includes both internal and external training programs, as well as expenses spent on hiring trainers and purchasing training materials.
Other factors that influence the cost of training a new employee include the duration of the training program, the level of complexity of the material being taught, and the experience level of the trainer. It’s essential to note that the cost of employee training may vary among different industries, with some sectors requiring higher levels of expertise and more intensive training programs than others.
The Benefits of Investing in Employee Training and Development
While the cost of employee training and development can be significant, it’s essential to note that investing in your workforce can lead to many long-term benefits for the company. Some of these benefits include the following:
1. Improving Employee Performance
Regular opportunities for training and development can help employees acquire new skills and knowledge that can contribute to their personal and professional growth. By developing their skills, employees can perform their jobs more efficiently, potentially resulting in improved quality of work and higher productivity. Greater job satisfaction can also result from investing in employee development, resulting in less absenteeism and improved employee retention rates.
2. Increased Innovation and Creativity
Training and development provide employees with a chance to explore new ideas, technologies, and practices, leading to increased innovation and creativity. As employees learn new skills and acquire new knowledge, they can apply this knowledge to new projects and can find new ways to improve existing processes and products.
3. Improved Customer Satisfaction and Retention
Training employees to better understand and engage with customers can improve customer satisfaction levels. Ensuring that employees have a deep understanding of the company’s products and services can increase customer confidence in the company, resulting in increased customer retention rates. In turn, this can lead to better overall business outcomes and increased long-term revenue.
4. Stronger Company Culture
Training and development opportunities can help establish a strong company culture. Providing employees with opportunities to engage with one another and learn together fosters a sense of community within the company. This sense of community can lead to improved employee morale and can create a culture of learning and growth, with employees feeling valued and invested in the success of the company.
5. Improved Recruitment and Retention
Investing in employee training and development can help companies attract and retain top talent. Highly skilled employees are in demand and will seek out the companies that invest in their professional and personal growth. By establishing itself as a company committed to employee development and well-being, the company can attract top talent, improve employee retention rates, and provide employees with a clear path for long-term career growth.
