Retention begins long before someone accepts an offer—it starts at candidate experience and continues through onboarding and beyond. Here are five critical steps that lead to higher retention.
Step 1: Authentic employer brand
Your employer brand isn't what you say—it's what candidates believe. If your day-to-day reality doesn't match your marketing, you'll attract people who leave early. Be honest about challenges, culture, and growth paths.
Step 2: Clear expectations and alignment
When you engage with candidates, make sure you're aligned on responsibilities, success metrics, career trajectory, and culture fit. Misalignment here is a leading cause of early turnover.
Step 3: Structured onboarding
Don't let onboarding be an afterthought. A structured first 30/60/90-day plan with clear milestones, mentorship, regular check-ins, and feedback loops sets the stage for success and engagement.
Step 4: Integration into team & culture
New hires succeed when they feel connected. Encourage team introductions, one-on-one meetings, cultural immersions, and social touch-points. Integration leads to belonging; belonging drives retention.
Step 5: Continuous development and feedback
Retention is about growth. Provide regular feedback, career mapping, stretch assignments, and opportunities to learn. When employees feel stuck, they leave.
Conclusion
Retention isn't about perks or ping-pong tables—it's about intentionality at every step. Start with a great candidate experience, invest in onboarding, nurture your people, and you'll build a team that stays.