Why I’ve Watched New Hires Walk Out the Door in 90 Days and How We Can Change That

Bringing new talent into an organization should spark excitement and hope. Sadly, many new hires leave within their first 90 days. According to a AceNgage, 31% of employees quit within this critical timeframe. As someone who has seen this happen frequently, I can’t help but ask, why do employees leave within 90 days, and how can we change this?

In this blog post, I will discuss the main reasons new hires quit, provide actionable tips to improve onboarding, and outline how we can create an environment where talent can thrive.

👉 Download the Whitepaper Now — before your next new hire becomes your next exit.

Why New Hires Quit | AceNgage

The Onboarding Experience: Setting the Stage

A new hire's onboarding experience sets the tone for their entire time with the company. Comprehensive onboarding is crucial, as studies show that proper onboarding can improve retention by 82% and productivity by over 70%.

When new employees enter a workplace without adequate support, they can feel overwhelmed and lost. For example, if a new hire is expected to complete complex tasks without training or direction, frustration can lead to disengagement and exit.

Ensuring that the onboarding process is positive is vital for retaining talent.

Understanding the Signs of Disengagement

Employee disengagement is a leading cause of rapid turnover. It's essential for HR professionals to identify the early signs of disengagement.

Watch for these specific behaviors:

• Lack of participation in meetings: New hires who remain quiet signal discomfort or disinterest in engaging.

• Delayed responses: If a new hire takes longer to reply to emails or messages, it may indicate a loss of interest in their role.

  
  

• Minimal peer interactions: A lack of connection with coworkers can suggest that they are not integrating into the company culture.

  
  

By identifying these signs early, organizations can take proactive steps to re-engage workers before it's too late.

The Role of Company Culture

Company culture is a significant factor in employee retention. A 2020 study by Deloitte found that 94% of executives and 88% of employees believe a distinct workplace culture is important. If new hires discover that the company's values don't match their own, dissatisfaction can accelerate.

To combat this issue, it’s essential to showcase the company's culture during hiring. Share real stories, encourage questions, and make sure new hires understand the organization's core values.

Poor Management Practices

Poor management is a top reason for early exits. Research shows that 77% of employees leave due to a bad manager, highlighting the importance of effective leadership.

A new hire's relationship with their supervisor must foster support and open communication. If employees feel micromanaged or receive little feedback, disillusionment may set in.

HR can help by providing regular management training focused on communication, support, and accountability.

Lack of Training and Resources

Insufficient training and resources can quickly dishearten new hires. A lack of knowledge can breed feelings of inadequacy.

Consider developing a structured onboarding plan outlining key milestones and training sessions for the first 30, 60, and 90 days. This roadmap can help new employees navigate their initial weeks and ensure they feel confident in their roles.

Unrealistic Job Expectations

It’s not uncommon for job descriptions to exaggerate the positives while downplaying challenges. This misalignment can lead to disappointment and feelings of being misled.

To build trust, ensure the hiring process openly discusses daily tasks and potential obstacles. This transparency helps manage expectations and sets the groundwork for a solid start.

Feedback Loops: An Integral Part of Growth

Feedback shouldn’t be limited to annual performance reviews; it must be an ongoing conversation. Regular check-ins allow managers to assess how new hires are adjusting.

These discussions foster open communication, making it easier for employees to voice concerns and for management to address them in real time.

Celebrating Milestones

Positive reinforcement can enhance employee retention. Simple acknowledgments of a new hire's achievements—whether completing their first project or reaching a learning milestone—can show they are valued team members.

Implement recognition systems to highlight these achievements during team meetings or through internal newsletters. Celebrating even small wins can create a more welcoming atmosphere.

Continuous Improvement Strategies

It is vital to continuously improve the onboarding experience. Solicit feedback from new hires to understand what worked well and what needs adjustment. Asking them for their input gives valuable insights and can drive better practices moving forward.

Learning from those who leave is equally important. Conducting exit interviews can provide significant data on early turnover trends and inform future training and onboarding efforts.

The Bottom Line: Investing in What Matters

The trend of new hires leaving within 90 days is a pressing issue that organizations cannot overlook. Addressing critical factors like onboarding, effective communication, and management practices can make a significant difference.

By focusing on these areas, we can create an environment that not only welcomes new hires but keeps them engaged and thriving.

In summary, retaining talent starts the moment an offer is made. With an intentional onboarding process and a commitment to supporting employees' needs, we can turn the early days of new hires into a time of opportunity and connection rather than a fleeting experience.

👉 Download the Whitepaper Now — before your next new hire becomes your next exit.

Final Thoughts

The reasons employees leave within 90 days often stem from factors within the company's control. By building a strong onboarding process, nurturing open communication, and cultivating a supportive culture, we create a work environment that retains potential.

Ultimately, the goal is to show new hires they matter. A positive start is not just about filling a position; it’s about fostering a motivated workforce that actively contributes to an organization’s success.

The onus is on HR professionals to embrace these insights and make meaningful changes. Together, let’s transform the first 90 days from a test into an investment in a promising future!

FAQ

What is considered early attrition in HR terms?

Early attrition typically refers to employees who leave an organization within the first 90 days of joining. It’s seen as a critical red flag because it suggests something went wrong with hiring, onboarding, or integration.

Why do so many new hires quit within 3 months?

The top reasons include role mismatch, poor onboarding, lack of manager support, and better job offers. Often, the expectations set during interviews don’t match the reality of the job.

How can HR reduce new hire attrition?

Start by setting clear job expectations, designing a structured 30-60-90 day onboarding plan, and coaching managers to engage new hires early. Listening to feedback in real-time is also key.

Which industries face the highest new hire attrition rates?

Industries like BFSI, BPO, retail, and telecom report the highest attrition among new hires—up to 35% in some frontline roles—due to high-pressure environments and better external job opportunities.

What are the signs a new hire may quit soon?

Red flags include frequent absenteeism, low participation in team activities, delayed deliverables, passive behavior, and low engagement in check-ins. Addressing these early can help prevent exits.