How to Retain Employees in the First 90 Days: The Critical Role of Onboarding

Thinking about the first 90 days of a new worker’s employment, most leaders will agree that those early days on the job will set the tone for the new hire’s success with the company and integration into the team. While that is technically true, there’s more to it than that. The early days of employment are not the starting point of company culture but, instead, a product of it.

Instead of simply viewing this period as a time to acclimate and evaluate the new hire, leaders should remember that new hires are doing evaluations of their own. Their early experience helps them determine whether the company, role, and career path they’re on is the right fit for them. The company is very much on a probationary period, too, as new hires consider whether they want to invest their energy and skills in this new environment.

Recognizing this, the first 90 days should serve as a continuation of the company’s values and an authentic reflection of the overall employee experience. This means prioritizing the worker’s experience and creating an onboarding process that builds trust and fosters a supportive environment from day one. When new hires see that the culture they were promised during the hiring process aligns with reality, they’re more likely to engage, perform, and stay with the company long-term.

Why the First 90 Days Matter

Early workplace experiences have a direct impact on employee retention, engagement, and the long-term success of both the company and the individual. A well-structured onboarding process not only equips new hires with the tools and knowledge they need to do their jobs but also fosters a sense of belonging and alignment with the company’s culture.

Unfortunately, a poor onboarding experience breeds misalignment, dissatisfaction, and ultimately, turnover. For many companies, especially those with remote or distributed workforces, poor onboarding is most commonly a symptom of non-standardized processes. Many companies struggle to standardize this process, and it’s no wonder why. Worker onboarding experiences can vary by location and leader. Operations, HR, and other departments have different perspectives with different priorities, which can cause a highly variable experience that hinges on who happens to be leading the effort that day.

Research shows that up to 88% of employees believe that their company doesn’t do a great job at onboarding new employees. That’s a lot of room for improvement.
Onboarding encompasses so much more than first-day orientation. It’s an opportunity to make sure your new hires feel valued, informed, and equipped to succeed from the very start.

By standardizing onboarding, companies can ensure that every new hire receives the same high-quality introduction to their new job, setting the stage for long-term success and engagement.

Building and Improving Your Onboarding Process

If your onboarding process could use some refining — or in some cases, establishing — start with these key steps to make sure you have a solid foundation.

1. Standardize Your Onboarding Process

The most important part of any process is standardization. A consistent onboarding experience ensures that every new hire, regardless of location or department, receives the same foundational introduction, integration and support. Develop a centralized onboarding program that covers essential topics such as company culture, job expectations, and basic operational procedures. Document the process and train all departments to deliver it the same way. While some customization might be necessary for specific roles, the core experience should remain uniform across all jobs and locations.

2. Be Efficient and Timely

Don’t delay the onboarding process. The longer you wait to start, the more time a new hire has to second-guess their decision to join your company. This increases the likelihood that they will consider competing offers and look for work elsewhere. Moreover, delaying onboarding shows a lack of respect for your new hire’s time and enthusiasm. They’re likely eager to establish new routines and secure their compensation, so kick things off promptly and efficiently. Streamline the hiring process so that onboarding begins as soon as the offer is accepted. Maintaining momentum helps keep new hires engaged and excited about their new role.

3. Align Expectations with Reality

Ensure that the job your new hire is stepping into matches what was presented during the interview process. Few things will motivate a new hire to hit the door like mismanaged expectations. And don’t forget: Recruiting is a key piece of the puzzle! Make sure your recruiters are not making promises the company can’t or won’t keep. Be transparent about job responsibilities, pay, company culture, and any challenges the new hire may face.

4. Understand the Hierarchy of Needs

Just as humans need their basic needs met before they can focus on higher-level aspirations, new employees require a solid foundation before they can thrive and grow in their roles. This means that the first 90 days should have a heavier emphasis on foundational aspects of employment like pay, benefits, and support structure above aspirational goals like upskilling and professional development. Before exploring promotions and career development, new hires need to understand how their jobs fulfill their immediate needs. This means educating them on when and how often they can expect a paycheck, how much their pay should be, what kind of deductions they should know about, how to log hours and miles, how to use their benefits, who to see for technical issues, who to ask for support, etc.

5. Implement a Buddy System or Mentorship Program

One of the best ways to help new hires feel welcome and integrated is to pair them with an experienced colleague. This “buddy” can guide them through the company culture, answer questions, and help them build connections with other team members. This simple gesture can calm nerves and empower the new employee to feel like part of the team right from the start.

Tapping the Transformational Power of the First 90 Days

The first 90 days are a critical period in the employee lifecycle, and effective onboarding is the key to ensuring that new hires become long-term, committed team members. On top of designing a thoughtful onboarding program, be sure to build regular check-ins into your process, monitoring closely how the worker is doing during their early days on the job. This will give you an opportunity to dispel any myths or rumors that may be circulating, intervene if there’s an issue, or incorporate more education on specific topics.
By prioritizing a structured, consistent, and supportive onboarding process, companies can significantly reduce turnover and build a more engaged and loyal workforce.

To learn more about how WorkHound can support your onboarding process and goals for lasting workforce engagement, contact us today for a free strategy session.