Employee Experience
Welcome kits are easy to buy. A first 90 days that actually work are not. Early turnover is expensive, and it is often the result of a role that was never made real: unclear success measures, a manager who is too busy, and a team that assumes the new person will “pick it up.”
Onboarding is a performance system. It should answer three things quickly: what good looks like in this role, who will help you get there, and how the work connects to the business.
When those answers are missing, people fill the gap themselves. Some over-perform in the wrong direction. Some disengage. The best ones leave while they still can.
If early attrition is a theme, look at the first three months before you look at the employer brand.