The Employee Onboarding Strategy for Long-Term Retention

Starting a new job can feel a lot like your first day at a new school. You’re eager to make friends, explore your surroundings, and prove yourself to your teachers.

As a new employee, it’s the same. You’re excited to meet your colleagues and demonstrate your worth to your employer.

However, when a new hire walks in and feels ignored, overwhelmed, or unsupported, that excitement quickly disappears. Instead of feeling ready to contribute, they’re left second-guessing their decision to join your company. The reality is: onboarding shapes their decision to stay—or start looking elsewhere.

Why Onboarding Matters More Than You Think

Believe it or not, 30% of employees leave their jobs within the first 90 days, often due to poor onboarding experiences.

Even more, According to the Society for Human Resource Management (SHRM), replacing a single employee can cost between 50–60% of their annual salary—and that’s just scratching the surface.

Onboarding can be the deciding factor for whether an employee stays at your company. Done correctly, onboarding positively impacts retention, productivity, and overall success and can transform your company into an employer of choice.

The Costs of Onboarding Gone Wrong

• Wasted recruiting and training expenses
• Lost productivity
• Strained workloads for other team members
• Missed opportunity to build early engagement

What Effective Onboarding Looks Like

Day 1: Laying the Foundation

First impressions matter, and they matter a lot. One of the worst things that can happen to a new hire is feeling lost or ignored on their first day. To avoid this, make sure everything is prepared even before their arrival, from their workspace setup and ID badges to necessary technology and tools.

Roll out the red carpet as soon as they arrive with personal introductions, a clear agenda, and maybe even a small but thoughtful welcome gift. Only after you’ve taken these steps to establish trust should you move on to core topics such as company values, safety procedures, and organizational values.

Days 2–30: Establishing the Role

The first month is all about familiarizing new hires with team dynamics and the company culture.

Begin by introducing them to core team members, departments, and stakeholders so that they can see how their role fits into the bigger picture.

Assigning a buddy or an enthusiastic colleague as an ambassador can make a significant difference. This mentor-like figure can help new hires navigate their early days with confidence, as they can share valuable insights and foster connections that ease the transition.

Furthermore, provide ongoing, role-specific training so they have the tools to succeed. Regular check-ins are also a must during this phase, as they present opportunities for you to give support, address questions, and deliver feedback on their early progress.

Days 30–90: Deepening Integration

By the end of their first month, employees should transition from basic onboarding to contributing to long-term projects.

However, even if they start working more independently, don’t skip those regular check-ins. These frequent discussions are important for monitoring their progress, identifying any challenges, and providing the support or feedback they need to overcome them.

Maximizing this initial period helps new hires feel more integrated into their teams and workstreams, enabling them to take on greater responsibilities and make meaningful contributions.

Months 4–12: Growing and Engaging

As employees approach the 4-month mark, the focus should shift toward their long-term development within the company. Encourage them to get involved in broader organizational goals, empowering them to contribute to strategic initiatives that match their skills and interests.

Moreover, this is the time for in-depth discussions about their career paths, so that you can identify growth opportunities and potential next steps in their development. By focusing on these opportunities early on, you send a clear message that you value their contributions and support their success.

3 Common Pitfalls to Avoid

Even the best-laid plans don’t always go perfectly. Here are some of the most common pitfalls to watch out for and avoid in the onboarding process.

1. No Personalization

Even though you may view them all as new hires, remember each one is a unique individual with their own goals and preferences. As such, they have different expectations about what they want from the company, you as their manager, and their teammates.

In this case, a one-size-fits-all onboarding approach will likely leave them feeling undervalued or disengaged.

Personalize their onboarding experience to align with their specific role, strengths, and career goals. This could include tailored training plans, role-specific resources, and opportunities to connect with colleagues who share similar responsibilities or interests to acknowledge their individuality and nurture their sense of belonging.

2. Lack of Manager Support

Good intentions alone aren’t enough to guarantee an effective onboarding experience. Success rides on those executing it—in this case, managers and trainers. They must be prepared and supported to do their part well.

Without proper preparation or resources, even the best intentions can fall short, leaving new hires with a poor first impression.

Allocate time for meaningful activities such as mentorship, regular check-ins, and hands-on training sessions so that new hires have sufficient time to build connections and learn on the job. More importantly, throughout the entire year, establish regular feedback loops, such as 10-day, 30-day, and 90-day surveys, to identify gaps, gather insights, and continuously improve the onboarding process.

3. Treating Onboarding as Only HR’s Job

At this stage, if you’re still thinking that onboarding is the sole responsibility of HR – think again. Onboarding needs to be a collaborative effort that involves contributions from across the organization. Key contributors include:

• Human resources: HR manages the administrative side of onboarding, playing an integral role in designing and coordinating the process. They work to ensure compliance, organize documentation, and establish the overall framework.
• Operational leaders: These leaders are instrumental for shaping the new hire’s early experience. They provide hands-on training, consistent mentorship, and support to help their new hires settle in.
• The entire team: Every team member is responsible for creating a welcoming environment where new employees can build relationships, feel included, and smoothly transition into their role.

When organizations take onboarding seriously and encourage everyone to take ownership, the process can become truly impactful. New hires are able to find their footing with ease and confidence, enabling them to start contributing right from the beginning.

Build Your Onboarding Program for Retention

New hires are not fully “yours” until they choose to stay. That decision can take weeks or even months.

During this time, their commitment to your company is still being shaped by every interaction, every training, and every piece of feedback they receive. It’s not only about what they learn; it’s about how they feel. If they feel that they’re not being welcomed, supported, or valued, they might just start looking for a way out.

More Resources: Partner with Us for Onboarding Success

To prevent this from happening, watch our free webinar on the importance of proper onboarding, and how it can become the master tool to drive retention.  John Keuning and Nathan Leaman, Director of Manufacturing Training and Managing Director at Frontline Training Solutions, share tips on the mechanics of effective onboarding, strategies for bridging the gap between new and tenured employees, and much more.

For a deeper look at how onboarding can shape company culture and connection, listen to our podcast episode, BelongBoarding: Onboarding with the Goal of Belonging. You’ll hear real stories and strategies for creating a sense of belonging from day one, whether you’re onboarding in a manufacturing environment or a corporate setting.

If you’re ready to strengthen your hiring and onboarding process even further, consider enrolling your team in our Masterful Interviewing & Onboarding training. This course helps HR professionals and managers improve how they attract, interview, and integrate new hires, leading to better fits, stronger retention, and a smoother transition into the workplace.

Looking for additional solutions on how to reduce turnover, nurture talent, or other workplace challenges? Reach out to us. Our team of experienced consultants is committed to partnering with you to transform your workforce and position your company as an Employer of Choice.