STOP THE BLEEDING
I have worked with hundreds of companies and one thing that most have in common is the expensive battle of employee turnover. On average, 33% of new hires quit in the first 90 days and the mind blowing truth is that few are doing anything to fix the problem. As a matter of fact, most companies don’t even know what their “first 90 days attrition rate” is. The key is knowing where you are currently at so you can create a plan and measure the results!
That which is measured is accomplished. We’ll give you a kick-start by outlining a basic plan.
90-DAY ATTRITION REDUCTION PLAN
Objective: Reduce new hire turnover in the first 90 days by fostering alignment, support, and engagement.
Pre-Onboarding Preparation (Before Day 1)
Set clear expectations: Share a detailed job description, team structure, and company values in a welcome packet. Highlight your company's mission and goals!
Assign a mentor: Pair the new hire with a team member to answer questions and provide guidance.
Structured Onboarding (Week 1)
Day 1: Conduct an orientation covering company culture, tools and role-specific goals. Provide a 90-day roadmap.
Days 2-5: Deliver role-specific training (software, hardware, sales processes) with hands-on practice and Q&A sessions. Ensure access to resources like FAQs or training videos (if you don’t have them… make them)
Weekly Check-Ins (Weeks 1-12)
Schedule 15 minute 1:1 meetings every week. Use a consistent format:
Ask: “What’s going well? Any challenges?” to gauge comfort and progress.
Provide feedback: Highlight strengths and offer actionable suggestions.
Align expectations: Clarify goals and discuss career development.
Document insights in a shared tracker to monitor trends and address recurring issues (start proactively correcting the recurring issues).
Building Connection and Culture (Ongoing and always!)
Foster team integration: Host weekly team huddles to share wins and updates, encouraging new hires to contribute.
Reinforce values and successes: Share stories of how team members thrive at your company to build a sense of belonging.
Recognize efforts: Send personalized notes or small rewards for milestones like completing training or first client placement etc.
Exit Interview for Early Departures
If a new hire leaves, conduct a brief exit interview to understand reasons (role mismatch, lack of support etc.). Use insights to refine onboarding and check-ins.
Key Tips:
Be proactive: Address concerns raised in check-ins within 24 hours.
Be empathetic: Acknowledge the unique challenges and offer support.
Measure success: Track retention rates and survey new hires at the 30, 60, and 90 day milestones to assess satisfaction.
By implementing this plan, managers can create a supportive, engaging experience that helps new hires feel valued and equipped to succeed, reducing attrition significantly.
