Reduce Turnover with Better Onboarding

Allied OneSource • February 4, 2026

Say you just spent weeks recruiting the “perfect” candidate. Their skills checked every box. The interviews went well. The offer was accepted. Then, three months later, they are gone.

This scenario is more common than most employers want to admit. While it is easy to blame a bad hire, turnover does not always come from poor recruitment. Often, it starts after the offer letter, when the first few weeks of work fail to give new employees a reason to stay. The good news is that retention does not start at the six-month mark. It starts on day one, with onboarding that actually works.

Onboarding Is Your First Retention Strategy

Many companies treat onboarding as paperwork, policy reviews, and a quick tour of the office. But that’s a small part of administration, not onboarding. Effective onboarding answers a much bigger question for new hires: Did I make the right decision coming here?

Research shows that 86 percent of employees decide whether to stay within their first 90 days,¹ largely based on how quickly they understand their role, expectations, and how work actually gets done. When that clarity comes early, new hires gain momentum instead of second-guessing themselves.

Effective onboarding creates that momentum. Clear success criteria, accessible tools, and obvious points of contact reduce friction in the first weeks, helping new hires become productive faster and increasing the likelihood they stay. This is why strong onboarding improves retention by over 80 percent and boost productivity by over 70 percent.²

When onboarding lacks structure, the opposite happens. New hires spend time searching for information, hesitant to ask questions, and lose confidence in their decision. Disengagement begins early and is difficult to reverse.

The onboarding window is short. The first few weeks determine whether new hires commit or quietly start planning their exit.

Day One Strategies That Set the Right Tone

Studies show that nearly one third of new hires decide whether a role is right for them within the first week, while most others decide within the first month.³ Considering these data, here are practical strategies that create strong first impressions and build momentum from the start:

1. Prepare their workspace before they arrive

Nothing says "we weren't ready for you" like scrambling to find a desk or waiting three days for login credentials. Have their workspace set up with all necessary equipment, login credentials tested and working, and any supplies they'll need within reach before they walk in the door. This includes coordinating with IT to ensure email access, software permissions, and system logins are ready to go.

2. Assign a dedicated onboarding buddy

Managers are busy and new hires may hesitate to bother them with basic questions about where to find supplies or how the lunch ordering system works. For these situations, a peer buddy gives new employees someone they can ask anything without feeling judged or worried about looking incompetent.

Choose someone who knows the company well, communicates clearly, and genuinely enjoys helping others. This person should check in daily during the first week with specific questions about what's confusing or what help they need.

3. Provide a clear first-week schedule

Uncertainty creates anxiety, especially for high performers who want to make a strong impression. So, give new hires a detailed schedule for their first week. Include specifics such as:

Meeting times
Training sessions
Planned lunch introductions
Dedicated time for self-paced learning

When people know what to expect hour by hour, they can focus their energy on learning and connecting. They also won’t have to worry about missing any mandatory schedules.

4. Explain the why behind their role

Don't just hand someone a job description and list of tasks. Help new employees understand how their daily work connects to team objectives, department goals, and overall company success.

Walk them through real examples of how someone in their role contributed to recent wins. Explain what happens if their work isn't done well or on time so they understand the stakes and impact. This will help them see the bigger picture of their tasks, which will help them feel more invested in doing the work well.

5. Set achievable early wins

Give new employees small tasks they can complete successfully in their first few days or first week. These quick wins build confidence and create positive momentum that carries them through the more challenging learning curve ahead.

The tasks don't have to be major projects or high-stakes deliverables. Even simple contributions like reviewing a process document and providing feedback, organizing a shared folder, or completing a small research task help people feel productive and useful.

6. Check in frequently and genuinely

Schedule brief one-on-one check-ins throughout the first few weeks. These shouldn't be formal performance reviews, but genuine conversations about how things are going. Ask specific questions like:

What's been confusing so far?
What information would help you feel more prepared for next week?
Is there anyone you wish you'd met already?

Don't just ask vague questions like "How's it going?" and accept "fine" as a complete answer. Listen for hesitation or confusion and address concerns immediately before they grow into larger doubts.

7. Build in learning time without overscheduling

New hires need unstructured time to absorb information and explore systems independently. They also require the capacity to review training materials at their own pace and mentally process everything they're learning. So, don't pack every minute of their first few weeks with back-to-back meetings and training sessions.

Build in quiet blocks of one to two hours where they can work through onboarding materials. Overscheduling sends the message that your company is chaotic and doesn't value thoughtful work. Balanced scheduling shows you respect their learning process.

Retain Valuable Employees Through Quality Onboarding with Allied OneSource

Strong onboarding isn't complicated, but it does require intention. Allied OneSource helps you build onboarding strategies that retain top talent and create real engagement from day one.

We don't just place candidates and disappear. We partner with you to ensure new hires feel supported, prepared, and excited to stay, ultimately improving retention and business growth. Let's create a better experience together. Contact us today!

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