The Onboarding Mistake That Costs You Top Talent
When we think about employee retention, we often focus on culture, compensation, or career growth. But one of the biggest — and most overlooked — factors happens right at the beginning.
The onboarding experience.
First impressions aren’t just for candidates.
We expect candidates to show up polished, prepared, and ready to impress. But the truth is, those first impressions go both ways. New hires are sizing up your organization just as much as you’re welcoming them in. They’re asking, “Did I make the right choice? and Do I belong here?”
The first 90 days at your company are either a runway to success — or a countdown to departure.
Those early days are critical. They set the tone for how supported someone feels, how quickly they ramp up, and how deeply they connect to the team and mission. When the onboarding experience is strong, employees feel seen, valued, and energized. When it’s weak, they feel like an afterthought — and start eyeing the door.
Too many organizations treat onboarding like paperwork and policies.
Yes, logistics matter. But when onboarding becomes just a stack of forms, a Zoom training, and a benefits brochure, you’re missing the real opportunity. This phase isn’t just about compliance — it’s about culture.
The best treat onboarding like belonging-building.
High-performing organizations know that onboarding is your first chance to build belonging. It’s where connection starts. It’s when new hires need to feel not just informed, but included. The goal isn’t just to get them ready to work — it’s to help them feel like they matter.
Leadership Action: Audit your onboarding.
If you’re in a leadership role, take time to step back and ask yourself:
Does our process make people feel part of something important from Day 1?
Are we connecting them to people, purpose, and possibilities — not just processes?
Because here’s the truth:
Welcome isn’t a day. It’s a design.
How you welcome people into your company shapes everything that comes next. It’s not a one-time moment — it’s an experience that either creates loyalty or fuels turnover.
Get the design right, and you’ll not only keep your top talent — you’ll unlock their full potential.
Up Next Month:
Why Psychological Safety is a Productivity Multiplier
If your people don’t feel safe to speak up — with ideas, concerns, mistakes — you lose their best thinking.