The First 90 Days: How to Retain New Starters

The first three months of employment can determine whether someone stays for years or starts looking for their next job.

Recruitment is expensive, time-consuming and increasingly challenging across healthcare and social care. Yet while organisations invest significant time attracting new employees, many unintentionally overlook the most important part of the journey: what happens after someone accepts the job.

The first 90 days shape first impressions, confidence, engagement and long-term loyalty. A positive onboarding experience doesn’t just help people settle in, it helps them stay.

Why the First 90 Days Matter

Starting a new role can be overwhelming. New employees are learning policies, procedures, technology, colleagues, workplace culture and often entirely new ways of working, all at the same time.

It’s also the period when they begin asking themselves important questions:

• Did I make the right decision?
• Do I feel welcome here?
• Can I see a future with this organisation?

The answers to those questions often determine whether they remain engaged or begin looking elsewhere. Retention starts on day one, not after the probation period.

Days 1–30: Make People Feel They Belong

The first month should focus on making people feel welcomed, supported and prepared. A warm introduction, organised induction and regular check-ins can make an enormous difference to confidence.

New starters should know:

• What success looks like.
• Who they can ask for help.
• How the organisation supports them.
• That questions are encouraged.

It’s easy to assume people will “find their feet.” Great employers help them do exactly that.

Days 31–60: Build Confidence

As new employees become more familiar with their role, leaders should begin focusing on development rather than simply orientation. Constructive feedback, coaching and opportunities to contribute help people feel valued. This is also the perfect time to encourage relationships across the wider team.

Feeling connected to colleagues is one of the strongest predictors of employee engagement and retention.

Days 61–90: Invest in Their Future

By the third month, employees are beginning to picture what their future within the organisation might look like. Managers should use this opportunity to discuss career aspirations, development opportunities and longer-term goals.

Simple conversations such as:

• “Where would you like to develop?”
• “What support would help you succeed?”
• “How are you finding the role?”

show employees that they’re more than just another member of staff. They’re someone worth investing in.

Small Actions Make a Big Difference

Retaining new starters doesn’t always require expensive programmes. Often, it’s the small moments that people remember.

• A manager checking in after a difficult shift.
• A colleague inviting someone to lunch.
• A simple thank you after a busy week.

Recognition during the early weeks helps new employees feel seen, appreciated and part of the team.

Common Mistakes to Avoid

Even organisations with good intentions can unintentionally create poor onboarding experiences. Some of the most common mistakes include:

• Leaving new starters to “figure things out.”
• Providing too much information on day one.
• Failing to schedule regular check-ins.
• Giving feedback only when something goes wrong.
• Forgetting that every new employee settles at a different pace.

Consistency matters far more than perfection.

Retention Starts Before Someone Thinks About Leaving

When organisations lose employees within their first year, the reasons often began long before the resignation letter arrived. The first 90 days provide an opportunity to build trust, confidence and commitment. Employees who feel welcomed, supported and valued are far more likely to become engaged, productive members of the team.

The organisations with the strongest retention rates don’t simply recruit well. They onboard well.

Editor’s View

Every new starter arrives excited about a fresh opportunity. They want to succeed, make a difference and feel part of something bigger.

As leaders, we have a choice. We can hope they’ll settle in on their own, or we can intentionally create an experience that makes them feel welcomed from the very beginning. People rarely remember every training session they attended. They remember how they were treated.

Get the first 90 days right, and you’ll build more than retention, you’ll build loyalty, confidence and a culture that people want to be part of.

Looking to Support Your Team’s Wellbeing?

Join organisations across health and social care that are investing in happier, healthier workplaces with the Daily Round Wellbeing Employer programme.

• Practical wellbeing resources for employees and employers
• Leadership insights and toolkits
• Staff engagement campaigns
• Exclusive employer content
• Discounts and benefits for you and your employees.
• Competitions, awards and chances to win.
• Demonstrate your commitment to employee wellbeing

Download our Employer Wellbeing Brochure to discover what’s included, or become a Daily Round Wellbeing Employer today.