Setting New Hires Up for Success: Why the First 90 Days Matter

Starting a new job is exciting, but it can also be overwhelming. For both employees and employers, the first 90 days are crucial. They set the tone for how well a new hire integrates into the team, learns the ropes, and contributes to the organization. Let’s explore why these initial days are so important and how to make the most of them.

Why the First 90 Days Are Key

Imagine you’re starting a new job. You’re walking into an unfamiliar office (or logging in remotely), meeting new colleagues, and learning a whole new way of doing things. It’s like stepping into a movie halfway through – you’re trying to catch up while figuring out your role in the story.

For companies, this period is a golden opportunity to build trust, set expectations, and make the new hire feel welcome. When done right, onboarding can boost employee engagement and reduce turnover. But if the experience is unstructured or chaotic, employees might feel lost, unmotivated, or even reconsider their decision to join.

What Does a Strong First 90 Days Look Like?

Here’s what successful onboarding in the first 90 days might involve:

1. A Warm Welcome

Think about how you feel when someone goes out of their way to make you comfortable. A simple welcome email, a personalized desk setup, or an introductory team lunch (even virtually) can make a huge difference. For example, a company I worked with assigned each new hire a “buddy” to guide them through the first few weeks. This buddy system gave new employees a go-to person for questions and helped them build relationships right away.

2. Clear Expectations

Imagine being handed a project with no context or guidance – frustrating, right? Clear communication is essential during the first 90 days. Managers should sit down with new hires to discuss goals, responsibilities, and what success looks like in their role.

For instance, a friend of mine joined a marketing agency where her manager broke her first 90 days into weekly milestones:

• Week 1: Understand the company’s products and services.
• Week 2: Shadow team members during client calls.
• Week 3: Take the lead on small projects.

This roadmap gave her confidence and clarity, making her transition smooth and stress-free.

3. Learning and Support

No one expects new hires to know everything on day one. The best onboarding programs include training sessions, resources, and time for self-paced learning. For example, many companies provide access to online courses or host regular “ask me anything” sessions with leadership to encourage open communication.

A great example I’ve seen is a tech company that paired new developers with mentors for their first three months. The mentors helped troubleshoot problems, explain company processes, and offer career advice. This not only sped up the learning curve but also made the new hires feel supported.

Common Pitfalls to Avoid

• Information Overload: Bombarding new hires with too much information too quickly can be counterproductive. Spread out training sessions and provide a handbook or digital resource they can refer to later.
• Lack of Feedback: Imagine working hard on a project and hearing... nothing. Regular check-ins during the first 90 days help new employees feel valued and keep them on track.
• Isolation: Especially in remote or hybrid work setups, it’s easy for new hires to feel disconnected. Include them in team activities and encourage casual conversations to build rapport.

How the First 90 Days Impact Retention

A positive start can set the stage for long-term success. Studies show that employees who have a strong onboarding experience are 69% more likely to stay with the company for at least three years.

On the flip side, poor onboarding often leads to early resignations. One survey found that nearly 30% of new hires leave within the first 90 days, citing reasons like lack of clarity about their role or feeling unwelcome.

Final Thoughts

The first 90 days are like planting a seed. With the right care – a welcoming environment, clear expectations, and continuous support – that seed can grow into a strong, thriving employee who contributes to your team for years to come.

As an employer, ask yourself: Are you setting your new hires up for success? And as an employee, are you making the most of those first three months to learn, adapt, and shine?

The foundation you build in those first 90 days can make all the difference – for both sides. So, let’s make them count!