How to set up new hires for success in their first 90 days

As an employer, the first 90 days are an important time to set the tone and establish expectations that help your new employees thrive.

Ghosting is always a concern, and one recent study found that a strong onboarding program improved retention by over 80%.

To set up new hires for success, leaders and managers need to build an onboarding program that helps retain top talent.

Fortunately, we’ve worked with countless clients on this – and know a few key strategies to manage new hires in those critical first 90 days.

1. Extend onboarding beyond the first week

Many employers make the same mistake. When they ask new hires to “hit the ground running,” it often means that important information and context gets glossed over.

One recent study found that less than half of employees go through onboarding that lasts longer than one day, but managers should consider a more extended version that spans the first few months. It increases the odds of your new hire being set up for success by helping them better understand their team and organization. Schedule monthly touch-base meetings to check in, answer their questions, and set short- and long-term goals.

2. Give them the opportunity to lead

When a new hire joins a team, they’re often not given the chance to lead projects or take on more responsibility for quite some time. Rather than following this model, give your new employee a chance to build credibility and their own strength within the company.

It’s a great way for a worker to feel like they’re valued and know that they’ll have the opportunity to grow within the organization. Of course, you don’t want to overwhelm a new hire or set them up to fail in any way, but providing an opportunity to show off their skills early on can go a long way.

3. Ask what success looks like to them

Instead of just telling a new employee exactly what the goals are for their job, encourage your new hire to weigh in too. Ask them to develop what they think they should accomplish or what they want to learn during the first few months on the job.

This creates an opportunity for a new employee to consider their role more deeply. It also shows that you, as a manager, want them to take ownership of their work and career growth.

4. Carve out time for socializing and team bonding

A worker who feels connected to their team and to their organization is more likely to be excited and to make positive contributions – so don’t leave it up to chance.

A great way to build those bonds is to have a little fun in the process! Organizing a team lunch or bonding activity is a great way to bring new and old employees together.

5. Encourage cross-team collaboration early on

It’s tempting to let new hires settle in with their respective team or divisions and assume they’ll learn about the rest of the company as they go. However, scheduling meetings to get to know other teams is a great way to paint a bigger picture for them.

They’ll learn how the organization works as a whole, see how different divisions support each other, and understand how their roles contribute to larger successes. Taking the time to educate a new hire in this way also helps them envision a longer career path within the larger organization.

6. Conduct a post-onboarding survey

It can be difficult to see gaps in education when you’ve been with a company for a long time. The best way to adapt and improve your onboarding strategy is to get feedback from each new hire once they’ve gone through the process. Prepare a brief survey and invite open feedback – and you’ll be able to incorporate your findings for your next hire.

Make worker engagement a priority

At Adecco, we know better than anyone how important onboarding is. Whether it’s pre-boarding or collecting feedback, a thoughtful strategy is key to helping new hires feel welcomed, prepared, and heard.

Contact us today to see how we can help strengthen your onboarding experience.