How to avoid losing new employees in the first 6 months
Recruiting the best people takes time, money and effort, but it pays off in the long run through the value they bring to your business.
That’s why developing a strong retention strategy is vital to avoid losing your new recruits within a matter of months. Here are 5 tactics to encourage a longer-term commitment from new employees.
1. Provide a realistic job preview
The first day of a new job can be overwhelming, especially when it’s not what you were expecting. Leanne Lazarus, Manager of Specialist Recruitment at people2people, says very few candidates today are unsure about what they want in their next role. As such, it’s becoming increasingly important to be clear and transparent about what you want from your next role.
“Transparency from the outset builds trust early and ensures candidates are opting in with a clear understanding of the role,” Lazarus says.
Lazarus advises that being clear upfront in the job interview allows candidates to ask meaningful questions, so they can make an informed career decision.
“This alignment not only enhances the candidate experience, but also reduces the likelihood of early turnover, safeguarding what is already a lengthy and resource-intensive hiring process.”
2. Invest time in thorough onboarding
Onboarding isn’t just about setting an employee up with the basics they need to get started. Lazarus explains that onboarding is a critical part of ensuring new starters succeed in your business.
“It is not just a day 1 exercise,” explains Lazarus. “The success of a new hire is often shaped in the first few months at the company.”
“Organisations should be investing time and resources into developing a strong onboarding plan that captures engagement from the start,” Lazarus says. “Clear expectations, consistent check-ins, and a supportive structure all play a critical role in helping them settle in and thrive."
"Without these elements in place, engagement can quickly dip, and their initial enthusiasm may begin to fade.”helping them settle in and thrive. Without these elements in place, engagement can quickly dip, and their initial enthusiasm may begin to fade.”
3. Set clear expectations that you both agree on
Some employers give new recruits a list of KPIs (Key Performance Indicators) on day one and revisit them during a formal performance review.
According to Kristine Tuazon, Director of Good People HR, aligning early on goals is critical to support long-term success. “Agreeing early on what success looks like helps create a roadmap and a vision/direction so every day, each party can chip away at the larger overall goal.”
She also notes that it’s important for the retention of employees, “This helps the employee envision themselves in the organisation long term and decide for themselves that there is a future for them.”
4. Provide support and feedback
If employees feel supported, they’re likely to stay for the longer term. Employers have enormous influence over employee retention, Lazarus says.
“Visible support, meaningful career conversations, and genuine skill development help employees feel valued and see a path forward, and that sense of progress is often what keeps them committed.”
When support is absent from employee onboarding, it can set new hires up for failure, according to Tuazon.
“When a new employee is onboarded in a chaotic, disorganised environment, it can feel discombobulating and awkward for a new person in a new environment with new people to find their feet.”
Of course, this type of approach can apply to all new hires – whether CEO or graduate – and takes different forms based on their level and requirements. A new starter workshop or one-off coaching session could be examples.
5. Offer valuable training from the very start
“Development is no longer a perk. It is often the deciding factor in whether people see a future with the organisation,” Lazarus says.
“Simple, structured steps can make a big difference. Setting clear 30, 60 and 90-day goals helps new hires track progress, highlight opportunities, and recognise early achievements. It also clarifies which skills can be strengthened in the first year, building trust and giving employees focus for their own development,” Lazarus explains.
“Additionally, assigning stretch projects with regular, constructive feedback can rapidly expand internal skills.”
It’s disappointing – and costly – when great talent walks out the door, especially if they’re a new recruit. But a sharp retention strategy can help you to keep employees well beyond the first six months, encouraging a valuable longer-term commitment to your organisation.