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Simple and Effective Ways to Boost Employee Morale and Reduce Turnover


New hires want to make a good impression in the first 90 days of employment. The first 90 days are critical for both the employee and employer. In addition, as an employer or manager, you want to ensure that new employees feel secure in their roles and place in the company by getting them up to speed as quickly as possible.


Onboarding employees in a remote or hybrid work environment can also be challenging. In addition, nearly three out of five employees would consider leaving their job if they did not feel connected at work, according to our research. Remote employees feel lonely, isolated, and less connected than their onsite counterparts.


The quality of your employee onboarding program or strategy can make or break your employee retention rates. Employee turnover is estimated to be 40% within the first year of employment, and replacing them can cost up to twice the employee's annual salary.


It has been shown, however, that effective onboarding programs can increase retention rates among new recruits by 50% and productivity by 62%. A positive onboarding experience boosts employee confidence and work performance three times as much as a negative one, and makes them feel prepared and supported in their new role.



Plan of Action #1:

Welcome Your New Employee with a Warm Welcome

The foundation of a successful onboarding process begins with making new hires feel valued and appreciated from the moment they accept the job offer. Rather than waiting until the employee's first day, begin onboarding as soon as they sign the offer letter. During the time between the offer letter and the first day of work, be sure to make your new hire feel welcome and reaffirm their decision to work for your company.


Taking proactive steps to welcome them warmly can set the tone for a positive start to their employment journey. Consider sending a thoughtful welcome gift, providing essential information, and orchestrating a smooth first day experience complete with proper introductions, company swag, and access to necessary tools.



Plan of Action #2:

Encourage Meaningful Connections and Relationships Among Employees

Encouraging meaningful connections and relationships among employees is a powerful strategy for enhancing employee retention within an organization. Your organization should support employees in building workplace connections during their tenure at your company, beginning as soon as they accept their employment offer.‍ Providing on-demand content about the company's culture, mission, and core values can help new hires align with the organization's values.


During the first week, establishing a buddy system, scheduling 1:1 meetings with colleagues, and introducing new hires to employee resource groups can foster a sense of belonging.


In the initial 30 days, attending company events, engaging in non-work conversations, and connecting new hires with employees outside their department can further promote camaraderie and collaboration within the workplace. By prioritizing relationship-building initiatives early on, organizations can create a positive and inclusive environment that contributes to improved employee engagement and retention rates.



Plan of Action #3:

Emphasize Role Clarity Within the First 90 Days

Your employees will be taking in a lot of information during those early days in a new role. Clarifying expectations and providing clear instructions and support during the first 90 days is key to helping new hires succeed. Additionally, identifying team objectives, setting specific goals for the new hire, and offering relevant training opportunities will also assist your new employee.


In the initial 30 days, efforts should be made to enhance the new hire's understanding of cross-functional relationships, track progress towards milestones, and facilitate ongoing feedback sessions between new hires and their managers. By emphasizing role clarity in the early days of employment, companies can empower new employees to navigate their roles effectively and contribute meaningfully to the organization.



Plan of Action #4:

Celebrate your new employee's early successes‍

Your new hires need to feel productive and see that they're making a difference. Recognizing and celebrating the achievements of new employees can have a profound impact on their motivation and engagement. Highlighting their success can be a powerful retention strategy, whether it's in 1:1s with their manager, in public shout-outs, or looping them into integrated projects.


Regular check-ins, providing positive and constructive feedback, acknowledgment of milestones, and sharing successes with the team demonstrate appreciation and validate the new hire's contributions, ultimately boosting morale and fostering a positive work culture.




Employee onboarding is a pivotal process in setting the stage for a new hire's journey within a company. Take a moment to reflect on your current employee onboarding strategy and employee retention strategy during the first 90 days of employment. Ask yourself: What are we doing well? What areas need improvement? How do we make employees feel welcome and integrated? By implementing these effective onboarding strategies, your organization can ensure a seamless transition and cultivate a positive work environment that promotes employee success. 


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