A signed contract is the beginning of a hire, not the end of one. Whether someone stays, and whether they grow while they stay, is largely settled in their first three months.
Heading: The first week sets the tone
A new colleague spends their first days quietly comparing the organisation they joined to the one they were shown at interview. Closing that gap costs very little — a working laptop, an introduced team, and a manager who has genuinely set aside the time.
Heading: Define what good looks like
Ambiguity is the most common reason capable people disengage. Agree what success looks like at thirty, sixty and ninety days, write it down, and revisit it on those dates rather than at the annual review.
Heading: Give ownership early
Trust granted early is repaid. A defined piece of work that is genuinely theirs will teach a new colleague more about your organisation than a month of shadowing.
Heading: Treat the first year as part of hiring
Recruitment does not end when the role is filled. Employers who carry the same care through the first year fill fewer vacancies twice — and build the reputation that makes the next hire easier.
