The first 90 days of a new hire’s journey are critical. A strong onboarding process sets clear expectations, provides support, and helps new employees find their place in the team.
When done correctly, onboarding can make a good first impression about your company. For HR managers like yourself, this period requires investing in the long-term success, engagement, and loyalty of every employee.
A high-impact onboarding process provides a welcoming and supportive environment where new hires feel confident and connected with the team.
However, without a thoughtful approach, even top talent can disengage quickly and increase your turnover rates. This guide covers common pitfalls leading to early attrition and proven solutions to reduce employee turnover in the first 90 days.
What 10 Reasons for High Employee Attrition in the First 90 Days?
Identifying why new hires leave is the first step to improving retention and building a stronger, more loyal workforce.
1. Misaligned job expectations
When new hires realize their role differs from what was promised, they can quickly become frustrated. For example, someone hired for a leadership position might find themselves mainly handling administrative tasks. This disconnect breeds dissatisfaction, disengagement, and a loss of motivation. Over time, it can impact their performance and eventually lead to turnover.
2. Lack of structured onboarding and training
Starting a new role without a straightforward onboarding process leaves employees feeling lost and unsure. Like students without a good teacher, new hires without structured guidance may struggle to grasp their role, company culture, or tools for success. This scenario can quickly lead to frustration and disengagement.
3. Mismatch between role and employee strengths
Sometimes, the role isn’t a good match for the employee’s skills or career goals. For instance, a technically skilled hire asked to perform customer service tasks may quickly lose interest and seek a role better suited to their strengths or interests .
4. Insufficient support and feedback
New hires can quickly lose direction when they don’t receive enough feedback. Without consistent guidance or check-ins, they might feel isolated, unsure of their progress, or disconnected from the team. Uncertainty about their performance or contribution erodes confidence and creates unnecessary anxiety, which is a prelude to disengagement.
5. Uncompetitive compensation and benefits
If employees feel their salary or benefits don’t match their responsibilities or industry standards, they begin questioning their value to the company. Because they feel undervalued, they’re more likely to pursue opportunities that better recognize their worth.
6. Negative or toxic workplace culture
A toxic or hostile workplace culture—characterized by exclusion, lack of respect, gossip, etc.—damages morale and drives employees away. Factors like these can make them feel isolated and undervalued, so their productivity drops and their desire to stay fades fast.
7. Limited career growth opportunities
Employees who don’t see a clear path to advancement may quickly lose enthusiasm. They feel stagnant without opportunities to advance or take on new responsibilities. Sooner or later, they may seek out companies that actively invest in their development.
8. Unbalanced workload and responsibilities
Starting a new job is already overwhelming, and overloading employees can lead to burnout before they even find their rhythm. Similarly, underloading them can cause frustration and fatigue until their engagement and performance suffer.
9. Ineffective management and leadership
Poor leadership—whether it’s micromanagement, unclear guidance, or lack of support—can severely undermine the new hire experience. Employees thrive under strong leadership that empowers, supports, and values their contributions.
10. Undefined performance goals and expectations
Your employees can only perform their best if they know what to do. Without clearly defined goals and performance expectations, new hires feel directionless and struggle to prioritize their efforts.
What 10 Best Practices to Reduce Employee Turnover in the First 90 Days?
Strategic onboarding practices help you turn new hires into long-term, engaged employees from day one and smoothly move forward to the first 90 days of their new job.
1. Begin onboarding before day one
A smooth start begins before the new hire even walks through the door. Instead of overwhelming them with paperwork on day one, send essential documents, schedules, and company information ahead of time. Early preparation reduces first-day stress and helps them walk in feeling more confident and prepared .
2. Implement a structured onboarding plan
Onboarding should never feel like a disjointed list of tasks. A clear, step-by-step onboarding plan provides your new hires with a roadmap to follow—it helps them understand expectations and easily transition into their role.
3. Assign a mentor or buddy
Starting a new job is easier with a friendly guide. Assigning a mentor or buddy gives new hires someone they can turn to for advice, clarification, and support. This relationship helps build confidence faster, reduces uncertainty, and strengthens the sense of belonging within the team.
4. Define expectations clearly
No one likes surprises when they’re on the job. When new hires know exactly what you expect—from goals and deadlines to day-to-day responsibilities—they can focus and perform without unnecessary confusion.
5. Provide hands-on training
Trying to learn a new skill without actual practice is frustrating. On the contrary, hands-on activities effectively build confidence and speed up the learning curve. Then, new hires can engage with their role, retain information better, and work comfortably.
6. Foster open communication and feedback
New hires can be hesitant to ask questions —you must create a culture that welcomes it. By encouraging open communication from the start, you make it easier for employees to raise clarifications or concerns or share ideas.
7. Check in regularly
Frequent check-ins are essential, especially in the first few months. A simple “How’s it going” or constructive feedback can go a long way in making new hires feel supported. Regular touchpoints also allow you to answer questions or address any concerns before they escalate, keeping employees aligned and engaged.
8. Immerse new hires in company culture
Around 64% of business leaders and 55% of knowledge workers agree that effective communication boosts team productivity. Besides proper communication, employees appreciate cultural integration. They are more likely to be productive when you help them understand company values, traditions, and team dynamics.
9. Celebrate early wins
Everyone loves a good pat on the back. Recognizing new hires with either a quick shoutout in a meeting or a personalized thank-you message keeps them excited about their role, encouraging a positive attitude toward future challenges.
10. Gather feedback to improve onboarding
Continuous improvement starts with listening. Asking new hires for feedback about their onboarding experience shows you care about their opinion and are committed to making the necessary adjustments. Use their insights to refine the process and create an even better experience for future employees.
The 90-Day Playbook
The first 90 days set the tone for an employee’s journey—get it right, and you’ll have a motivated, engaged team member ready to grow with your company.
When new hires feel supported, engaged, and valued from day one, they’re far more likely to become long-term contributors to your company’s success. That’s why investing in a structured onboarding process isn’t just good practice—it’s a competitive advantage.
If you’re looking for a top-tier recruitment agency in the Philippines to grow your business, Manila Recruitment can connect you with the best candidates. Start hiring today!
Passionate about promoting the ingenuity of Filipino talent, Arvin is a sought-after resource person in the field of career development. He regularly delivers keynote speeches and conducts workshops throughout the Philippines, sharing his insights and strategies for improving employability and promotability.
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