Retention Starts on Day One: Onboarding Strategies That Stick
- Dom Gardner
- May 30
- 2 min read
When a new team member starts, what happens next can make all the difference. The truth is, retention doesn’t begin at the 6-month check-in. It begins on day one—and sometimes even before that. Especially in healthcare, where burnout and turnover are high, the way we welcome and integrate new hires can set the tone for everything that follows. It’s not just about checking off forms and policies. It’s about making people feel seen, supported, and connected right from the start. So how do we create onboarding experiences that actually stick—and help new employees thrive, not just survive? Let’s dig in.
Why the First 90 Days Matter So Much
Research shows that the first 90 days are critical for setting expectations, building trust, and shaping how new hires feel about their role and the organization. It’s during this window that people decide:
“Do I belong here?”
“Can I see myself growing here?”
“Do I feel supported in doing meaningful work?”
If the answer is no—especially in high-stress environments like healthcare—turnover often follows. That’s why intentional onboarding isn’t a luxury. It’s a leadership priority.
From Orientation to Integration
Many onboarding programs focus heavily on logistics: policies, paperwork, systems. And while those are important, what’s often missing is connection.
Effective onboarding should:
Reinforce the mission and values of the organization
Create early opportunities for relationship-building
Provide clarity around expectations and roles
Offer regular feedback and check-ins
Show new hires they matter—beyond their job description
5 Strategies for Onboarding That Actually Stick
1. Start Before Day One: Send a warm welcome message or intro packet before the first day. Let them know you’re excited—and that they’re not just filling a position, but joining a team.“We’re so glad you’re here. Your role is important, and we’re here to support your success.”
2. Pair Them with a Peer Buddy: Assign a friendly team member as their “go-to” person. Someone who can answer questions, give insider tips, and check in regularly.
3. Make Time for Meaningful Conversations: Don’t just hand over a checklist. Sit down. Ask about their goals, concerns, and first impressions.
4. Create a 30-60-90 Day Plan: Structure builds confidence. Outline clear goals and milestones for their first 90 days.
5. Ask for Feedback Early and Often: Invite feedback with questions like:
“What’s working so far?”
“What feels confusing?”
“What could we do better to support you?”
A Gentle Reflection
Think back to your own first days in a new role. What made you feel welcome? What left you feeling lost? How might your current onboarding process make someone feel empowered—or overlooked? Sometimes, small changes in how we show up for new hires can create big shifts in how long they stay, and how much they thrive.
Final Thoughts
Retention isn’t just about salary or benefits. It’s about experience. When you lead with intention from the very beginning, you’re not just filling roles—you’re building commitment, connection, and culture. And in healthcare, where the work is hard and the stakes are high, that kind of leadership makes all the difference.
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