The first 90 days: How to retain new employees after onboarding

Did you know that 20% of new employees leave within 90 days? These first three months are the test: do they feel valued and connected, or do they doubt they are in the right place?

The first 90 days are more than just an extension of onboarding. It's a period where you build trust, provide direction and really land your new employees. According to a study by the Society for Human Resource Management (SHRM) companies with a structured onboarding process are 50% more likely to retain employees for more than a year.

Let's look at how to ensure that your team members not only stay, but thrive.

1. Why 90 days make a difference

The first 90 days are like a test drive: everything has to be right, from the handlebars to the gears. If employees do not meet the outlined expectations during this period, or do not feel connected, chances are they will drop out.

A report by McKinsey emphasizes that onboarding is more than administrative processes; it is an opportunity to build trust and engage employees.

2. Make onboarding fun and valuable

Onboarding should be more than signing autographs and going over company rules. Make sure the process builds trust, motivation and commitment:

• Establish a clear onboarding plan with weekly goals. According to the Harvard Business Review this helps orient employees and provides direction.
• Involve your team: deploy a buddy program so that new employees always have a point of contact. Buddy programs, according to the SHRM contribute to faster integration and engagement.
• Organize social activities such as team lunches or get-togethers to forge informal bonds.

3. Goals and direction from day one

New employees want to know what is expected of them. Clear KPIs and regular check-ins make all the difference:

• Set concrete goals, such as:
  • "Complete three training modules in the first month."
  • "Implement an initial project within the first 60 days."
• Discuss progress and provide constructive feedback. Gallup points out that employees who receive regular feedback are more engaged and productive.

4. Feedback culture and personal growth

Make feedback a normal part of your collaboration:

• Schedule weekly feedback moments and ask questions such as: "What went well this week? What can we improve on?"
• Invest in training and personal development. The LinkedIn Workplace Learning Report shows that investing in growth is critical to talent retention.

5. Avoid common pitfalls

Many organizations view onboarding as "done" after the first few weeks. This is a big mistake. Note:

• Stay consistent with the expectations outlined during the application process. Disappointment can lead to early departure.
• Give personal attention even after the first month. According to Fast Company it is common for companies to stop support during onboarding too early.

Conclusion: The first 90 days make or break the difference

The first three months are not just a start-up period - it is an opportunity to show employees that they are valued and play a vital role in your organization. Trust, goals and growth are the keys to success.

How do you make your new team members feel welcome and stay?

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