Onboard, Develop, & Keep Your Best People Great teams don't just happen, they're built, grown, and kept. A strong onboarding plan and intentional retention strategies are your most powerful tools for long-term success.
90 Day Onboarding Plan Days 1-7: Orientation & Foundation Welcome & company overview (mission, values, culture) Office/facility tour and team introductions Complete all HR paperwork & I-9 documentation Set up uniform, equipment, and tools Review employee handbook & company policies Safety training & OSHA compliance overview Review job role, daily expectations & schedule Set short term 30 day goals with supervisor Assign a buddy or mentor for the first week
Days 8-30: Learn & Build Confidence Begin job shadowing with experienced team members Learn company systems, tools, software & processes Complete any required certifications or training modules Weekly 1-on-1 check-ins with direct supervisor Review progress on 30 day goals Provide feedback and answer questions openly Introduce to key clients or project sites Begin taking on small, supervised tasks independently
Days 31-60: Independence & Feedback Take on assigned projects with minimal supervision Receive structured coaching & performance feedback Conduct formal 30-day performance review Identify any skill gaps and create a development plan Strengthen problem-solving and decision-making skills Encourage participation in team meetings Revisit and adjust 60-day goals
Days 61-90: Growth & Integration Conduct formal 90-day performance review Discuss long-term career goals & advancement path Set 6-month and 1-year goals together Explore certifications, training & advancement opportunities Confirm role fit and address any concerns Celebrate milestones and recognize early wins Continue building team relationships and culture Outcome: New hire is fully integrated, confident, and focused on the future.
Retention Strategies That Work
Stay Interviews
Recognize & Celebrate
Check in at 6 months and annually to ask what's going
Recognize small wins — gift cards, public praise, and
well and what can improve.
team celebrations go a long way.
Clear Advancement Pathways
Cross-Training
Map out growth opportunities and support certifications,
Provide opportunities to learn new skills and grow within
education, and training.
the company.
Involve Your Team
Competitive Pay & Benefits
Include team members in decision-making and problem-
Review pay regularly and offer benefits that matter most
solving processes.
to your workforce.
Why Employees Leave
Why Employees Stay
No clear career path
Great supervisor who supports them
Poor communication from management
Clear growth & advancement opportunities
Lack of recognition or appreciation
Access to certifications & training
Poor or rushed onboarding experience
Strong, positive team culture
Inconsistent or unfair management
Regular recognition & appreciation
Better opportunities found elsewhere
Competitive pay & meaningful benefits
Great teams don't just happen. Build them. Grow them. Keep them.