By Bobby O’Neil
Onboarding is one of those critical make-or-break moments in the employee experience. Get it right, and you’ll have a confident, engaged team member ready to contribute. Get it wrong, and they might be eyeing the exit before they even know where the coffee machine is.
Here’s a reality check: nearly a third of new hires quit within their first six months. It doesn’t have to be that way. Let’s talk about how to avoid the revolving door syndrome and set your new hires up for success.
What Leaves New Employees Frustrated (and Heading for the Door)
Not Being Prepared on Day 1
Imagine this: it’s the first day for your new hire, and their workstation is…missing? Maybe the computer isn’t set up, there are no office supplies in sight or IT is scrambling to install software.
This not only frustrates the new hire, but it sends a signal that the company is disorganized. Everything from usernames to software, notebooks to hardware, should be ready to roll on day one. This shows you’re ready for your new employee and value their time.
Vague Day 1 Expectations
Nothing’s worse than showing up to work and having no idea what’s going to happen next. Does the new employee meet with their supervisor? Is there IT setup time? Lunch with the team?
A clear itinerary for those first few days helps set the tone and ease anxiety. Even if it’s a flexible schedule, outlining things like “meet the team,” “IT setup” or “shadow your supervisor for the morning” provides a sense of direction.
Broken Promises
Promises made during the interview process need to be kept. That includes formal reviews, check-ins, performance expectations and even safety protocols. It’s all about building trust. If the reality doesn’t match what was “sold” during the hiring process, you risk losing their engagement—and possibly the employee altogether.
Misrepresented Corporate Culture
“We’re a laid-back, flexible, fun place to work!” you say. But what the new hire walks into is quite the opposite. If your company culture doesn’t align with how it was presented, new hires are going to feel misled, and that’s a recipe for disengagement.
Be honest and clear about what your culture really looks like. If you say safety is your number one priority but your actions don’t reflect that, the new employee will wonder what else you misrepresented.
How to Avoid the Revolving Door Syndrome
So how do you keep new employees from bolting the moment things feel a little shaky? Here are some strategies to make your onboarding process a winner.
Slow Down
Sure, we’ve all heard the “hire slow, fire fast” mantra, but what about onboarding slowly? You may be anxious to get your new hire up and running, but not everyone hits the ground at the same pace. It takes time to learn, observe and build relationships.
As a manager, assume it will take longer than expected for your new hire to settle in. Outline your goals and expectations, then collaborate with the new hire to adjust timelines and processes to suit their pace. This gives them a sense of ownership and helps build a strong foundation.
Stick to the Plan (or Communicate When You Can’t)
Once you’ve established an onboarding plan, do your best to stick to it. Life happens, we get it—but if something needs to change, make sure you loop in your new employee. Guesswork leads to frustration, and the last thing you want is for your new hire to start doubting the stability of the team or the organization.
Make Time for Connection and Support
Orienting a new employee isn’t just about paperwork and training. It’s about making them feel like they belong. Whether it’s setting up 1-on-1 check-ins, arranging team lunches or scheduling time for feedback and questions, creating space for connection is key to helping them feel supported.
Long-Term Success Starts with the First Steps
Your onboarding process is the foundation of your new hire’s experience. If you’re prepared, transparent and flexible, you’ll build a much stronger relationship and set them up for long-term success. Investing a little extra time in those first few days and weeks can go a long way in ensuring your new employees don’t just stick around—they thrive.
Need help developing or improving the way you onboard new employees? We are available to collaborate with you to create a unique and impactful experience. Reach out anytime.