The Critical First 90 Days: Setting the Stage for Success or Failure

The First 90 Days: A Crucial Period for New Hires

The first three months in a new role can be the most decisive. For employers, those 90 days are a make-or-break period. Get onboarding right, and you set the tone for long-term success. Get it wrong, and the risk of disengagement or even resignation rises sharply.

It’s not just theory. A study by the Society for Human Resource Management (SHRM) found that nearly one in three new hires leave within the first six months. A significant number exit before they even reach the 90-day mark.

On the flip side, Gallup research shows that employees who feel well-supported in their first months are 58% more likely to stay with their organisation for three years or more.

For SMEs across Norfolk and Suffolk, where there is a real skills shortage, every hire counts. Those statistics underline a simple truth: how you manage the first 90 days can make the difference between a successful hire or starting the recruitment cycle all over again.

Why the First 90 Days Are So Critical

Starting a new job is a huge adjustment at every level. New hires navigate fresh systems, new colleagues, and a brand-new company culture. In SMEs, where structures are often less formal than in larger, more corporate organisations, that adjustment period can feel daunting without clear guidance.

The Importance of Clarity

The first 90 days matter because clarity builds confidence. When expectations are clear, new employees settle faster and perform better. They understand their roles and how they fit into the larger picture.

Absorbing Company Culture

Culture is absorbed early. The way people are welcomed sets the tone for how they perceive leadership and colleagues long-term. A positive introduction fosters a sense of belonging.

Preventing Drift with Feedback

Feedback prevents drift. Regular check-ins in those first weeks help spot issues before they turn into resignation letters. Without intentional support, it’s easy for new hires to feel adrift, especially in fast-moving SMEs where managers juggle multiple responsibilities.

What Effective Onboarding Looks Like

Onboarding is more than paperwork and IT logins. It’s about building trust, purpose, and belonging. The most effective employers focus on several key areas:

Making It Human

Beyond formal inductions, the best onboarding makes people feel genuinely welcome. A tour of the office, lunch with the team, or a buddy system all add warmth that spreadsheets can’t provide.

Providing Clarity, Not Overload

Dumping every process and policy in week one is overwhelming. Staging information across the first three months helps new hires absorb and apply learning when it’s relevant. This gradual approach fosters confidence and competence.

Regular, Meaningful Conversations

Weekly or fortnightly check-ins in the first quarter show you care about progress and well-being. It also gives managers a chance to pick up early warning signs. These conversations are vital for building rapport and trust.

Involving Leadership

In SMEs, visibility of the MD or senior leaders makes a powerful impression. Even a short welcome meeting signals that the new hire matters. This involvement can significantly enhance the onboarding experience.

The Ripple Effect of Getting It Right

When onboarding is done well, the results speak for themselves. Retention improves, productivity rises, and employer brand and reputation strengthen. This is all needed in today’s competitive market.

For Norfolk and Suffolk businesses, where local networks are tight and word of mouth carries real weight, every positive experience enhances your employer brand. New hires who feel valued in their first 90 days quickly become advocates for your company, helping attract the next wave of talent.

On the other hand, poor onboarding leaves scars. A disengaged leaver doesn’t just cost time and money; they’ll also share their experience, making it harder to recruit in the future.

Setting Yourself Up for Success

Every business has its own onboarding style, but the principle is the same: those first 90 days matter far more than we sometimes admit. They’re your chance to build loyalty, create momentum, and show that your organisation is a place where people can thrive.

At MDR Consultancy, we’ve seen how SMEs who take onboarding seriously reap the benefits: stronger retention, happier teams, and fewer recruitment cycles.

And if you’d like a practical tool to help, we’ve created a First 90 Day Checklist. You can request the download and adapt it to your business.

👉 Download our First 90 Days Checklist here