By Dan Buckley on Small Business UK – Advice and Ideas for UK Small Businesses and SMEs

A bad hire is costly. But when 30 per cent of new employees leave within the first 90 days, it’s more than a staffing issue, it’s a revolving door. Companies get trapped in a churn cycle of hiring, onboarding, exiting and rehiring; losing not just money, but momentum and morale.

The first three months of employment are make-or-break. This period sets the tone for how engaged, productive and loyal an employee is likely to be. And yet, many organisations still rely on outdated onboarding practices that barely extend beyond a welcome email and a benefits package.

According to Cognexo’s The 90 Day Effect, up to 25 per cent of companies lose 60 per cent of their workforce within a year. The problem isn’t just recruitment, it’s retention. The solution? Rethink onboarding as a strategic opportunity, not a checklist.

Here are five ways employers can transform the first 90 days into the foundation for long-term success.

1. Build a structured onboarding plan

Onboarding often gets treated as a one-week formality rather than a long-term integration process. That’s a mistake.

A well-designed onboarding plan should cover more than logistics, it should help new hires assimilate culturally, operationally and socially. A clear 30-60-90 day framework gives employees a roadmap, builds confidence and accelerates productivity. Alarmingly, 60 per cent of companies don’t set any milestones for new hires, according to The 90 Day Effect. Those that do – see faster ramp-up times and higher engagement.

Tip: Map out goals from day one. Layer in check-ins, mentorship and visible ‘early wins’ to generate momentum.

2. Create feedback loops from day one

Feedback shouldn’t be reserved for quarterly reviews. During the first 90 days, communication needs to be constant and two-way. New hires need space to raise concerns and ask questions, while managers need real-time visibility into how the employee is settling in.

In fact, 72 per cent of employees say that one-on-one time with their manager is critical to onboarding success. Companies that establish regular feedback loops, from quick check-ins to anonymous surveys, are better equipped to fix friction points before they turn into flight risks.

Tip: Use digital tools, like Cognexo’s survey function, to track feedback – but act on it too. A loop isn’t closed until the employee sees that their input has led to a change.

3. Offer early learning and development opportunities

A whopping 82 per cent of employees feel their professional development needs are not being met. Cognexo’s State of the Employee Experience Report 2024.

Waiting until employees are ‘settled’ to start training is not only outdated, it’s a missed opportunity. Offering professional development from day one builds confidence and signals investment in the employee’s future. It also directly supports retention and performance.

Whether it’s small microlearning modules during pre-boarding or a conversation about career goals in the first month, early L&D sets a powerful precedent. It tells employees: “We’re not just onboarding you – we’re investing in you.”

Tip: Pair job-specific training with exploratory learning opportunities like internal webinars or shadowing sessions to encourage curiosity and initiative.

4. Use AI to personalise the employee journey

Artificial Intelligence is no longer a futuristic add-on, it’s becoming essential to progressive onboarding. AI-powered systems can tailor development programmes and training based on an employee’s pace, skill level and role. They also identify knowledge gaps and push targeted content to close them.

Companies using AI tools report faster time to competency and higher engagement. From chatbots that answer FAQs to adaptive learning platforms, AI makes onboarding more efficient, responsive and personal.

Tip: Implement an AI-driven platform that can customise onboarding content based on role, learning style and performance metrics.

5. Design for culture and connection

Remote and hybrid work are here to stay. In the UK, 44 per cent of employees now work from home at least part of the time. This makes cultural immersion harder, but more important than ever.

Poor workplace culture accounts for 33 per cent of early resignations. Companies that prioritise connection during onboarding – via buddy systems, leadership access and team-building activities – gives new hires a reason to stay.

Culture isn’t something you declare. It’s something new employees feel, or don’t. And if they don’t, they’re likely already considering a move.

Tip: Create touchpoints that reinforce values such as welcome videos, informal meetups, storytelling in training materials and back them with top-down leadership behaviour.

Final thoughts

The first 90 days are your best chance to build trust, confidence and connection. When done well, onboarding reduces attrition, accelerates productivity and boosts long-term engagement.

This isn’t about perks or pizza Fridays. It’s about showing employees, right from day one, that they matter, that they’re supported and that they have a future with your company.

A great onboarding programme might be the difference between building a loyal team or starting the hiring cycle all over again.

Invest in onboarding like it matters, because it does. The future of your team, your culture and your business depends on it.

Dan Buckley is CEO of Cognexo.

Read more

Onboarding tips: how to help new employees settle in – Kai Feller from Bark.com offers up some tips on how to make the onboarding process better for new employees

Simple tips for creating a fun and positive company culture in your SMB – Here are five tips to help you create a positive company culture for your business and employees

How to best manage inductions for hybrid staff – How should small businesses best manage inductions into office culture for new hybrid staff? Sue Temelty of The HR Dept offers practical advice

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