The first 90 days of an employee’s journey are critical for long-term success. A strong 90-day retention strategy not only reduces turnover in the first three months but also lays the foundation for employee engagement and productivity. Companies that implement an effective onboarding process can drastically improve retention rates, ensuring that new employees feel welcome, valued, and prepared to succeed in their new role.
Why the First 90 Days Matter
Data suggests that a significant number of new hires leave in the first 90 days of employment. Whether due to misaligned expectations, lack of training, or cultural mismatches, employee turnover within the first three months can be costly. A structured onboarding program helps new employees feel supported, engaged, and connected to their new team within the company.
Key factors affecting 90-day retention:
- Company culture: Employees who feel connected to their workplace are more likely to stay.
- Clear expectations: Setting realistic job descriptions and performance goals helps new hires to build confidence.
- Training and development opportunities: Investing in skill-building improves overall performance and job satisfaction.
- One-on-one check-ins: Regular meetings help new hires feel supported and heard.
- Employee engagement: Creating an engaging onboarding experience leads to better retention outcomes.
Best Practices to Improve 90-Day Retention
1. Start with a Clear Onboarding Plan
A well-structured onboarding plan is essential for new hires to build confidence and feel like part of the team. The onboarding period should introduce employees to the company’s values, expectations, and team dynamics while reinforcing long-term commitment. According to Click Boarding, companies with a structured onboarding experience see 44% higher new hire retention rates and a 61% increase in engagement. Investing in a seamless and engaging onboarding process not only enhances retention but also strengthens employee satisfaction, reducing the risk of turnover.
2. Provide the Tools They Need to Succeed
New employees often struggle when they don’t get the training they need. Employers should train new hires with the right tools and resources from day one. This sets a positive tone and prevents staff turnover later on.
3. Encourage Engagement and Retention
Encouraging engagement and retention goes a long way in preventing early turnover. Assigning mentors, conducting one-on-one meetings, and fostering peer relationships can help new employees feel welcome.
4. Conduct Regular Feedback from New Hires
To ensure success, HR teams should collect feedback from new hires within their first 90 days. Employee surveys, manager check-ins, and open-door policies allow new team members to voice concerns and improve retention.
5. Offer Career Development and Training
Providing training and development options helps employees feel they have a future in the organization. New employees leave when they don’t see opportunities for advancement.
How Onboarding Best Practices Lead to Retention
Companies that focus on onboarding best practices see higher retention rates and lower turnover. A successful 90-day onboarding program ensures new hires need time to adjust while feeling supported and engaged.
According to a study by the Brandon Hall Group, employees who go through a structured onboarding process are improves employee retention by 82%, and research from SHRM suggests that poor onboarding leads to employees leaving, costing up to 200% of the employee’s salary to find a replacement. This highlights the importance of the first 90 days in securing long-term commitment.
Key KPIs to Measure 90-Day Retention
Tracking the right key performance indicators (KPIs) can help HR professionals measure the success of their 90-day retention strategy. Here are some essential metrics to monitor:
- New Hire Retention Rate: The percentage of employees who stay beyond their first 90 days.
- Turnover Rate in the First 90 Days: The number of new hires who leave within their first three months.
- Employee Engagement Score: Measure new hire satisfaction and connection to company culture through surveys.
- Time-to-Productivity: How long it takes for a new hire to reach full productivity in their role.
- Onboarding Completion Rate: Tracks how many new employees complete all required onboarding steps.
- Manager Satisfaction with New Hires: Evaluates how well new employees are adapting to their roles.
- Feedback from New Hires: Regular surveys to assess their onboarding experience and identify areas for improvement.
Final Thoughts: Laying the Foundation for Long-Term Success
The first 90 days and beyond are crucial in shaping a new hire’s experience. Employers who focus on employee satisfaction, employee engagement, and clear communication will see a lower turnover rate. By starting with a clear onboarding plan, offering continuous support, and integrating employees into the company culture, businesses can increase employee retention strategy and foster long-term success.
Learn More About Onboarding KPIs
To enhance your onboarding experience and drive measurable results, check out our Guide to Onboarding KPIs: 6 Value Drivers of Streamlined Onboarding.
written by: Elisha Bahr
