The First 90 Days: How Strategic Onboarding Drives Employee Engagement

Employee engagement has a direct impact on productivity, retention, and overall company success. According to Gallup, engaged employees are enthusiastic about their work, deeply involved in their roles, and feel a strong connection to their company. But engagement doesn’t just happen organically—it begins during the crucial first 90 days of employment.

Why Focus on Employee Engagement in the First 90 Days?

The early days of employment are a make-or-break period for new hires. In fact, 70% of employees decide within the first month whether they feel the company is the right fit. Unfortunately, a significant number—35%—leave within the first 90 days. This turnover can be costly, with replacement costs averaging 50% of an entry-level employee’s salary. By investing in engagement strategies during this critical time, companies can reduce these costly departures and instead build a workforce that is motivated, dedicated, and aligned with organizational goals.

To avoid these pitfalls, organizations must prioritize engagement from day one. A strong onboarding process fosters an emotional commitment to the company’s mission and culture, driving enthusiasm and reducing turnover. By focusing on engagement in the first 90 days, companies can create a foundation for long-term employee loyalty and success.

Breaking Down the First 90 Days: Key Phases for Engagement

To effectively engage employees in the critical early days, the onboarding journey can be broken into four key phases:

1. Pre-Onboarding: Building Anticipation
   Pre-onboarding begins before the new hire’s first day. Engaging employees before they officially start—through welcome emails, early introductions, or first day tips—can make them feel more connected and valued from the beginning.
2. Onboarding: Welcoming and Connecting
   Onboarding is about more than paperwork. It’s a chance to introduce new hires to the company culture, build relationships, and clarify their role. Icebreakers, team introductions, and a clear roadmap for their first week can help employees feel welcomed and confident.
3. Training: Ensuring Competency and Growth
   The first 30 days are a period of intense learning. Structured training, consistent feedback, and mentorship are key to helping new hires feel competent and engaged in their role.
4. On-the-Job Transition: Fostering Ownership
   As employees settle into their roles between 30 and 90 days, engagement should focus on long-term growth. Performance feedback, career development discussions, and fostering ownership over their work can solidify their connection to the company.

Best Practices for Elevating Engagement

1. Broaden Your Definition of Engagement
   Engagement is about more than just job satisfaction. Gallup’s Q12 Principles measure factors like recognition, personal growth, and clarity of expectations, which provide a valuable framework for enhancing engagement during onboarding.
2. Conduct a Current-State Analysis
   To improve engagement, start by evaluating your current onboarding process. This analysis will help identify areas for growth and create a baseline for measuring future success.
3. Pilot Engagement Initiatives
   Testing new engagement strategies during the first 90 days, such as mentorship programs or early feedback loops, allows you to refine your approach. Start small, assess the impact, and then scale what works best.
4. Survey and Showcase Impact
   Surveys can be a powerful tool to measure engagement. Regularly assessing the effectiveness of your initiatives and showcasing their impact helps demonstrate their value to leadership and reinforces the importance of continuous improvement.

Looking Ahead: Elevating Employee Engagement

Employee engagement starts on day one, but its benefits last throughout an employee’s tenure. By focusing on the first 90 days, companies can build a strong foundation for a motivated, loyal workforce. Engagement is more than just a “nice to have”—it’s a strategic investment in your organization’s success.

Are you ready to elevate your onboarding process and maximize engagement from day one? Don’t miss Amy Bouthilet’s Challenge and Opportunity session on The First 90 Days at the Customer Response Summit next week!

Contributed blog post by Alta Resources.