How To Make Sure Your New Hires Stick With You

Posted on Aug 10, 2020
By Kerry Anne Nelson
4 min read
Melbourne Onsite training for management
  1. Operation Verve
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  4. How To Make Sure Your New Hires Stick With You

Today let’s talk about some practical tips for making sure your new hires stick with you for the long game.

Studies show that employers lose 17% of their new hires within the first 90 days, which could be due to ineffective onboarding. This means that nearly one in five new employees are leaving in the first three months, simply because they have not been welcomed into the company properly, have not been trained, or are not made to feel confident in their work.

A study in 2019 by Indeed shows the dilemmas that many employers face, even before that first day. 22% of employers who are unsuccessful in fulfilling their vacancy, said they had selected a candidate, who then did not show up on the first day.

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“Hiring people is an art, not a science, and resumes can’t tell you whether someone will fit into a company’s culture.” – Howard Schulz

Statistics like this show how important it is to develop processes around your onboarding. To develop an effective 12-month plan so you can go on expanding your team confidently and successfully. So here are some practical tips for getting new hires to stick with you.


The first thing to do is welcome them before they even get to the first day. The period in the lead up to the first day is a vulnerable one for new employees. For a start, they may still be conducting other interviews. They may even have other job offers on the table. So making sure you are knitting in tightly with your new hire, even before the first day, is vital. Send them an email, send them a message, send them a gift, and make them feel confident that you are looking forward to having them there.


When that first day arrives, make it a standout experience for your new hire. Make sure that they know where to go, they know who they are going to be meeting and that they know what is required of them. Also, any necessary paperwork to bring because you’ve informed them before that first day. Make sure that they enjoy a really warm welcome, where they feel safe and valued, and where they feel like this is a really special place to be. Employees are valuable to you, so make sure they know it.


Once you get through that first day, it is really important to keep things super tight for the following month. This month is another vulnerable time for your new hire. At least 24% of new hires will leave their position within the first 30 days. This comes down exclusively to the experience that they’re being provided. It is vital to make training explicit and to make the goals being set absolutely crystal clear. Also, involve the new hire in setting some of those goals, making sure they are well resourced and supported to achieve them.


Once you get through that first month you’re into the six-month hike. Again, it is vital to set some longer-term goals. Outline what is expected so your new hire understands what those goals are. Also, as they make progress towards those goals, give them clear reasons to celebrate. It’s a positive thing to make sure your employee feels not only welcome but competent as well. Because that will build their confidence. So make sure that you’re setting clear goals and then celebrating when those goals are achieved.


Finally, after getting your new hires through the first full year, celebrate that first year. Did you know that companies who commit to an extended onboarding experience accelerate new hire proficiency by 34%? Most onboarding systems tend to finish up around the eight-month mark, yet it usually takes a full 12 months for a new hire to be proficient and confident. So make sure that you’re checking in regularly, that you’re celebrating the wins, and that you’re continuing to support your new hire towards effective autonomy.

New employees always feel better when you’re checking in with them. Make sure that they feel good, and that they’re making friends. Work towards their confidence growing and becoming part of the team. Putting in comprehensive onboarding processes will lay the groundwork for expanding your team and growing your business.

Kerry Anne Nelson

About Kerry Anne Nelson

Kerry Anne Nelson is the founder of Operation Verve and is a qualified first-class Honours graduate with more than 8 years of experience in education.

Kerry Anne Nelson is a workplace processes architect and uses her Lean Six Sigma training to maximise her years of experience in business management, education, and team leadership to help clients achieve lasting business growth.