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Challenging Employee Onboarding Processes Could Be Costing Your Company Top Talent: Strategies for Retaining Your New Hires

Agencies with revolving door personnel and those with dedicated, motivated teams differ significantly within the initial 90 days. This guide reveals strategies to bridge that divide.

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Integrating New Employees Could Potentially Disrupt Your Team: Strategies to RETAIN Top Talent
Integrating New Employees Could Potentially Disrupt Your Team: Strategies to RETAIN Top Talent

Challenging Employee Onboarding Processes Could Be Costing Your Company Top Talent: Strategies for Retaining Your New Hires

In the dynamic world of business, the first impressions matter, especially for new hires. This is why the KEEPing Culture 90-Day Onboarding Playbook, originally developed for the home care industry, has become a roadmap for leaders in any field.

The playbook, pioneered by Aaron Marcum, the Founder and CEO of Breakaway365, an internationally recognised leader in innovative wellness solutions and corporate mental health initiatives, is based on four interconnected pillars: Knowledge, Engagement, Empowerment, and Partnership.

Knowledge in the KEEPing playbook refers to continuous, bite-sized learning that builds competence and confidence. The onboarding process in the team starts with knowledge delivered in measured doses, with each skill building on the previous one to promote confidence.

Engagement is introduced to show new hires how their unique strengths and values align with the company's larger mission. This is achieved through the mentor-mentee relationship, where a culture ambassador (teammate/mentor) is assigned to each new hire for the first month to act as a living handbook, morale booster, and guide. Engagement also includes a coffee chat in week one, a joint project in week two, and a feedback huddle in week three.

Empowerment is implemented by granting real authority to new hires, scaling it according to their experience, to keep both boredom and burnout off the table. By the twelfth week, new hires are running their own projects, coaching the next wave of recruits, and improving outdated playbooks. Empowerment is recommended for entrepreneurs to share their stories and explain how new hires contribute to the vision on day one.

Partnership in the KEEPing playbook refers to moving from top-down supervision to collaborative relationships where ideas can flow both ways. This shift helps new hires feel valued and encourages them to contribute to the company's growth.

The KEEPing playbook breaks the pattern of new hires self-navigating while putting out fires by charting clear milestones that help every newcomer plug into the business. By day 90, an employee should embody the company's culture so naturally that the next recruit looks to them for cues.

The KEEPing Culture 90-Day Onboarding Playbook was initially designed to help home care agencies retain their best people. However, its impact has extended beyond the home care industry. Its success lies in its ability to foster a culture of continuous learning, empowerment, and collaboration, making it a valuable tool for any leader aiming to build a strong, cohesive team.

While the Forbes Coaches Council, an invitation-only community for leading business and career coaches, may not be accessible to everyone, the principles of the KEEPing Culture 90-Day Onboarding Playbook can be adopted by any organisation, big or small, to enhance their onboarding processes and foster a thriving work environment.

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