The First 90 Days: Onboarding That Sticks
You worked hard to find the right person. Don't lose them in the first three months.
Great hires quit for a surprisingly simple reason: they never felt set up to succeed. The excitement of a new job fades fast when day one is a desk, a login, and a shrug.
A good onboarding plan doesn't need to be elaborate. It needs to answer three questions for your new teammate: What does success look like? Who do I go to when I'm stuck? And how am I doing so far? Put those answers in writing before they start.
Schedule real check-ins at the end of week one, week two, and each of the first three months. These aren't performance reviews — they're course corrections, and they tell your new hire that you're invested in the person, not just the position.
The businesses that keep good people rarely pay the most. They're the ones where people feel known, supported, and clear on what matters. That culture starts in the first ninety days.