Reduce New Employee Onboarding Costs
Onboarding costs for new employees, especially young employees are always a budget allocation that can provide headaches for companies.
The problems come in when you make a monetary contribution to onboarding them (computer, desk etc) as well as hours of training on company systems and procedures. And then, within 3-6 months they either do not make the cut or resign.
When engaging with us about our workplace programmes, our customers share their concerns when it comes to new and young employees that enter the workspace for the first time.
We have taken these concerns and grouped them into 3 main groupings for the purpose of discussing how our programmes retrains your new employees to be work-ready.
1. Professionalism & Workplace Readiness
Managers have reported that younger employees lack a general understanding of how the world of work actually functions. These managers experience the following from the age group:
- They have entitled attitudes; expectation that the workplace must adapt to them
- They are shocked at standard working hours (8 - 5, Monday - Friday)
- There is a general poor dress code
- Late coming is a concern along with a lack of discipline
- Expectation that everything should be handed to them
- Poor attendance etiquette (not showing up, not explaining absences)
- Lack of “real-life” workplace maturity
- Limited understanding of workplace norms beyond social media narratives
The core issue is a weak grasp of professional standards, accountability, and organisational realities.
2. Emotional Intelligence, Attitude
How they manage themselves and others under pressure speaks to their emotional intelligence and attitude. This is a core area that managers feel need to addressed when it comes to first-time employees.
- Difference of opinion is experienced as conflict
- Inability to manage conflict in a professional manner
- There is low emotional intelligence and poor self-awareness
- Rude, obnoxious, bratty behaviour
- No resilience, perseverance, or emotional stamina
- Inability to cope with discomfort, pressure, or routine demands
- Extreme interpretation of work–life balance without accountability
3. Communication & Problem-Solving Skills
The third group is equally important and by solving the following issues faster, would assist the previous two in being rectified in a positive and constructive manner.
- Poor communication skills overall
- Inability to give or receive feedback constructively
- Failure to communicate delays or challenges
- Poor listening skills
- Weak real-world problem-solving ability
- Inability to follow structured problem-solving steps
- Over-reliance on surface-level knowledge (Google, TikTok, Instagram) without depth or application
Building Structured Talent Pipelines
Leverage Leadership provides two QCTO-aligned, accredited programmes that build workforce stability:
- Focused on foundational readiness, emotional maturity, professionalism, and structured thinking.
- Focused on applied competence, ethics, legal awareness, and operational execution.
Both programmes are:
- Flexible in duration
- Designed to align with business productivity goals
- Structured with knowledge and application components
- Built to deliver measurable return on investment
Building Talent Pipelines
When organisations invest in structured preparation:
- Onboarding accelerates
- Behavioural risk reduces
- Team cohesion improves
- Productivity stabilises
- Long-term competitiveness strengthens
Instead of reacting to problems, businesses build systems that prevent them. Businesses that invest in preparation will outperform those that rely solely on potential of the employee.
Leverage Leadership partners with organisations to ensure that potential is realised and turned into performance. This creates an environment where you are building stable, accountable, workplace-ready talent pipelines.
