The Key to Retention: Onboarding, Communication, and Customization
Employee turnover during the first 90 days can be costly for manufacturers, disrupting productivity, affecting team morale, and increasing training expenses. The early days of an employee’s assignment are crucial for setting the tone and ensuring they feel supported, engaged, and prepared to succeed.
Fortunately, companies can significantly improve retention during this critical period by focusing on effective onboarding, clear communication, and proactive employee support starting from day one on the job.
Here are five proven ways to boost retention within the first 90 days of employment:
1. Create a Welcoming and Structured First Day
First impressions on the job site matter. An employee’s initial experience can shape their attitude toward the company and their commitment to the role. According to the Society for Human Resource Management (SHRM), the early days of employment are pivotal for helping employees adapt to the company’s culture and work environment (SHRM Onboarding & Culture).
Here’s how to make the first day count:
- Provide a clear schedule: Outline daily tasks, break times, and safety protocols to prevent confusion.
- Introduce team members: Familiar faces help employees feel part of the team and ease nerves.
- Assign a point of contact: Ensure every new hire has someone they can go to with questions or concerns.
When employees feel welcomed and informed on their first day, they are more likely to remain engaged and committed.
2. Implement Regular Check-Ins and Feedback Loops
The first 90 days can be overwhelming, especially in fast-paced manufacturing environments. Without ongoing communication, employees may feel isolated or unsupported. Research from the Harvard Business Review (HBR) emphasizes that positive work cultures—featuring consistent feedback and strong communication—lead to higher productivity and lower turnover (HBR: Positive Work Cultures & Productivity).
Consider the following strategies:
- Weekly or bi-weekly check-ins: Short conversations with supervisors or designated team leads help address challenges early.
- Open feedback channels: Encourage employees to share their thoughts on their workload, environment, and support.
- Quick pulse surveys: Simple surveys can identify issues before they lead to turnover.
Regular communication helps employees feel valued and supported, reducing the chances of early departures.
3. Provide Clear Expectations and Training
Employees are more likely to stay when they understand what’s expected of them and feel confident in their tasks. Ambiguity can lead to frustration and mistakes, which may cause early exits.
To improve retention through clarity and training:
- Offer hands-on guidance: Supervisors or experienced employees should demonstrate tasks and monitor initial work.
- Reinforce safety protocols: Regular reminders about safety procedures show that the company cares about employee well-being.
- Set achievable goals: Providing clear targets within the first 30, 60, and 90 days gives employees a sense of direction and purpose.
When employees know what success looks like, they’re more likely to stay engaged and motivated.
4. Foster a Supportive Workplace Culture
Beyond training and communication, employees stay longer when they feel respected, included, and part of a positive work environment.
Here are ways to build that culture:
- Encourage team collaboration: Promote teamwork through shared goals or collaborative tasks.
- Recognize early wins: Simple acknowledgments of a job well done, even in the early days, can significantly boost morale.
- Promote open-door policies: Employees should feel comfortable approaching supervisors with concerns or suggestions.
A supportive environment builds trust and connection, which are key factors in reducing early turnover.
5. Offer Opportunities for Growth and Advancement
While the first 90 days are about acclimation, employees also consider long-term potential early in their assignment. When workers see opportunities to learn or advance, they are more likely to stay.
To support growth from the start:
- Cross-train employees: Offering new skills keeps work interesting and opens future opportunities.
- Discuss potential advancement: Even a brief conversation about growth opportunities can boost retention.
- Provide consistent feedback: Let employees know how they’re progressing and where they can improve.
Employees who see a future with the company are less likely to seek opportunities elsewhere.
Final Thoughts
Reducing employee turnover within the first 90 days requires a proactive, supportive approach that starts from the employee’s first day on the job. By focusing on structured onboarding, regular communication, clear expectations, a positive workplace culture, and early growth opportunities, manufacturing companies can create an environment where employees feel valued and motivated to stay.
Investing in these early retention strategies doesn’t just cut costs—it builds a stronger, more reliable workforce that drives long-term success.
Struggling to find consistency in employee retention? Contact us today and let us make that possible!
