5 Ways to Reduce Turnover in the First 90 Days
The first three months of employment are critical for retention. This blog will provide strategies for improving employee engagement and preventing early turnover. When new hires feel supported, connected, and valued from day one, they’re far more likely to commit to the company long term. On the other hand, unclear expectations, poor onboarding, and lack of communication can lead to early exits—costing your business both time and money.
Here are five actionable ways to reduce turnover in the first 90 days:
Invest in a Strong Onboarding Program
First impressions matter. Onboarding isn’t just about filling out paperwork—it’s about setting the tone for an employee’s entire experience. A well-structured onboarding program should introduce the company culture, clarify job responsibilities, provide necessary tools, and gradually ease new hires into their roles.
Tip: Create a 30-60-90 day plan for each new employee with clear milestones and support. Assign a peer mentor or onboarding buddy to help them navigate the day-to-day and answer questions early on.
Clarify Expectations from Day One
One of the top reasons new employees leave early is a mismatch between job expectations and reality. Avoid this by being transparent about job responsibilities, performance standards, and growth opportunities from the start.
Tip: During orientation, review the job description and discuss how success will be measured. Follow up regularly during the first few months to ensure alignment and clarify any confusion.
Foster Connection and Belonging
Employees who feel isolated or disconnected from their team are less likely to stay. Building a sense of community early on helps new hires feel like part of the organization, which increases engagement and loyalty.
Tip: Include team introductions and social opportunities in the first week. Encourage managers to schedule informal check-ins, team lunches, or coffee chats to build rapport.
Provide Early and Frequent Feedback
Waiting until a 90-day review to give feedback is too late. New hires need timely guidance to adjust, improve, and feel confident in their role. Regular feedback not only corrects mistakes but also reinforces positive performance.
Tip: Schedule weekly or biweekly one-on-ones during the first 90 days. Use these meetings to answer questions, offer coaching, and recognize wins—no matter how small.
Address Concerns Quickly and Transparently
New employees often hesitate to speak up when things aren’t going well. Creating a culture of open communication helps identify issues early and prevents small problems from turning into reasons to leave.
Tip: Encourage managers to ask open-ended questions like, “What’s working well?” and “What could we do better to support you?” Acting on feedback shows new hires their voices matter and builds trust.
Retention Starts on Day One
Reducing turnover in the first 90 days requires intentional effort, consistent communication, and a supportive environment. By focusing on strong onboarding, clear expectations, connection, feedback, and responsiveness, you’ll build a foundation that helps new employees thrive—and stay.
Remember, the first 90 days aren’t just about evaluating new hires. They’re also your opportunity to show them why they made the right choice in joining your team.
