# How to Retain New Employees During the First Year
Did you know that on average 20% of new employees leave a company within the first 90 days? And if they fail to form strong ties with the team and the organization, the risk of their departure increases exponentially. Yet it is the first year that determines whether a newcomer becomes a loyal team member or joins the statistics of those who leave.
Let’s go through strategies that actually work.
Why is retention of new employees important?
These costs are not only direct – they include recruiting a new candidate, their training, the loss of productivity during onboarding and the equally important impact on the remaining team, which must compensate for their absence.
From our observations at COREDO.jobs it follows that companies with well-developed onboarding programs not only improve retention but also increase the productivity of their teams. A new employee who feels supported and integrated reaches full productivity faster and contributes to a better team atmosphere.
It is during this period that first impressions are formed, which are hard to change.
Employee experience experts emphasize that quality communication and support in the first weeks increase long-term employee loyalty. When a newcomer feels heard and understood, trust is created between them and the organization, which is the foundation for a long-term partnership.
How to increase employee retention during recruitment
Surprisingly, employee retention begins even before the new employee actually starts. Choosing the right candidate is the first and one of the most important steps.
During recruitment we focus on ensuring candidates not only fit the position technically, but also share the values of our organization. At COREDO.jobs we have noticed that applicants who had a long history at previous jobs tend to stay longer with us as well. This is not a coincidence – it is an indicator of personal traits such as loyalty and stability.
In interviews we ask about the candidate’s motivation, their vision for the future and what motivates them at work. This information helps us identify people who will truly be satisfied in our organization and who will want to develop.
During recruitment we identify candidates who can not only do the job, but also identify with our company culture. Companies that invest time in communicating their values and creating a positive work environment have significantly lower turnover. When we at COREDO.jobs worked with companies from various industries – from engineering to finance – we found that the most stable teams are those where all members understand and share the company’s mission. This creates stronger bonds and increases employees’ willingness to overcome challenges.
Onboarding employees in the first 30 days
Onboarding is the period when the foundation for a long-term relationship between the employee and the organization is laid. A structured onboarding program is not a luxury – it is a necessity.
The first 30 days should be carefully planned. The newcomer should receive not only information about their new position but also understand how their role contributes to the larger goals of the organization.
Day 1 includes a welcome, basic administrative matters and introductions to the team. The goal is for the new employee to feel welcomed and to know who they can ask when they have questions.
Week 1 is dedicated to a detailed introduction to processes, tools and specific expectations. They should receive access to all necessary systems and be clear about what is expected of them in the first weeks.
Month 1 should include regular check-ins with the supervisor and feedback on how the newcomer is adapting. These meetings are not just about control – they are opportunities to build a relationship and understand their needs.
Companies that have implemented this approach have improved employee adaptation and reduced the number of mistakes that newcomers make. The reason is simple: when an employee is well informed and supported, they work with greater confidence and productivity.
One of the most effective tools we observed at COREDO.jobs is assigning a mentor to the new employee. A mentor is not a supervisor – they are an experienced team member who knows the organization and can provide practical advice and support to the new hire.
The mentor helps with integration into the team, answers questions the newcomer may be embarrassed to ask the supervisor, and creates informal bonds. This role is especially important in the first weeks when the new employee is most vulnerable and uncertain.
From our experience it follows that employees with a mentor feel supported and integrate better into the team. Their productivity grows faster and their loyalty to the organization is higher.
Quality communication and leadership
Employees need to feel that their direct managers support and trust them. Transparent communication about company strategy, goals and changes is key to retaining employees.
At COREDO.jobs we have noticed that when leadership communicates openly with employees, their sense of belonging and willingness to contribute to the organization’s success increases. A new employee should know the team’s goals, how their performance is measured and what opportunities they have for growth.
Regular one-on-one meetings with the manager are invaluable in this context. It’s not just about the manager checking the work – it’s about the employee feeling heard and to haveprostor pro diskusi o svých obavách a aspiracích. Good leaders can inspire, motivate, and provide feedback that supports employees’ growth and development.
Employee motivation and performance recognition
Employee motivation is not a one-time matter – it is a continuous process that requires attention and a systematic approach.
Recognizing performance increases employee motivation and strengthens their loyalty. Ensure that employee achievements are constantly acknowledged, and consider implementing a system of rewards and bonuses for achieved goals.
It does not always have to be financial recognition. Often public recognition at a team meeting, a personal thank-you from leadership, or small gestures that show appreciation for an employee’s work are just as effective.
At COREDO.jobs we’ve worked with companies that introduced monthly performance recognition. The result? Employees felt motivated and their productivity increased. Moreover, when one employee sees that they are being recognized, it motivates others as well.
Feedback should be constructive, specific, and focused on development, not criticism. During one-on-one meetings, a manager should discuss what is going well and what could be improved, provide concrete examples and suggestions for improvement, identify areas where the employee would like to develop, and offer support and resources for that development.
When an employee sees that their manager cares about their development and is willing to help, their loyalty increases and so does their willingness to stay with the organization.
Company culture and the work environment
Company culture is often overlooked, but its impact on employee retention is huge.
A strong and positive company culture increases employee satisfaction and strengthens their identification with the organization. Culture is not created by decree – it is created through the daily behavior of leadership and employees.
At COREDO.jobs we noticed that companies that invest in building a positive culture have more stable teams. These companies hold regular team lunches, organize joint events, and support open communication.
A positive culture also means that employees support each other, are willing to help one another, and feel like part of a community, not just employees. This creates an environment where people want to work and where they want to stay.
The psychological work environment is as important as the physical one. Employees should feel that they can be themselves, that their opinions are respected, and that they are not subjected to bullying or discrimination.
From our observations at COREDO.jobs, companies that care about their employees’ mental health – for example by offering stress management programs or flexible time off – have lower turnover and higher productivity.
Flexible working conditions
Flexibility has become a key factor in retaining employees, especially after the pandemic. Employees expect flexible working hours, the possibility to work remotely, or a hybrid model that combines office and home work.
Flexibility is not just about where work is done – it is also about employees having control over their time and being able to balance work and personal life. Companies that offer this flexibility attract employees who are more motivated and productive.
In a hybrid or remote environment, clear communication and creating a sense of belonging are crucial. Regular video meetings, virtual teambuilding, and clear communication channels help employees feel part of the team even when they are not physically in the office.
Career growth and employee training
Employees who see room for their development and career growth are more motivated and loyal.
Development and the possibility of career growth remain at the top of the list of factors that influence an employee’s decision to stay with an organization. Ensure that every employee is clear about the opportunities for advancement and what they must do to qualify for these positions.
Creating an individual development plan for each employee is an investment in the future. This plan should include clear goals for the next year, skills the employee wants to learn, training and courses they should take, and milestones they should reach.
When an employee sees that the organization invests in their development, they feel valued and are motivated to stay and grow with the organization.
A thoughtful learning and development (L&D) strategy helps increase both employee satisfaction and loyalty. People want to work where they feel their growth is supported and where they have the opportunity to learn new things.
At COREDO.jobs we worked with companies that offered various forms of training – from internal training sessions to external courses and conferences. The result? Employees felt supported and their loyalty increased.
Training does not always have to be formal. Mentoring, peer learning, and on-the-job experience are equally valuable. The key is for the organization to communicate clearly that it invests in the development of its employees.
Employee compensation and benefits
Financial and non-financial benefits play an important role in an employee’s decision to stay with an organization.
Appropriate salaries and benefits motivate employees to stay with an organization. Be competitive in compensation packages and update them regularly according to market conditions.
This does not mean you have to offer the highest salaries on the market. Often it is more important for salaries to be fair and transparent. Employees want to know how their pay is determined and how it compares to others in similar positions.
At COREDO.jobs we noticed that companies that are transparent about compensation and offer clear criteria for raises have more loyal employees.
Non-financial benefits have become as important as financial compensation. Employees appreciate wellness programs, flexible time off, the possibility of working from home, contributions to education, or health insurance.
These benefits show that the organization cares about the wellbeing of its employees. When an employee sees that the organization takes care of them, their loyalty increases and so does their willingness to stay with the organization.
How to measure retention?
To know whether your strategy is working, you must measure it.
Measure the success of your employee retention strategy using specific metrics:
- Retention rate in the first year – the percentage of employees who remained after 12 months. If this number is lower than 80%, you should consider what is happening.
- Turnover rate –
- eNPS (Employee Net Promoter Score) – employees’ willingness to recommend the company as an employer. This number tells you how satisfied your employees are and how they would recommend your company to others.
- Average length of time employees spend in the organization – this gives you an idea of the long-term stability of your team.
percentage of employees who have left. High turnover in the first year is a sign that something is wrong with your onboarding or work environment.
For successful implementation of a retention strategy, it’s important to have a strong HR team that can implement and lead this strategy. This includes regular evaluation of results and adapting the strategy according to the needs of the company and employees.
You should conduct regular employee surveys to understand what motivates them and what could be improved. This information will help you tailor your strategy and achieve better results.
Strategies in different work environments
Employee retention varies depending on the type of work environment and industry.
In a hybrid model clear communication, regular one-on-one meetings, and creating a sense of belonging remotely are key. Employees working from home can feel isolated, so it’s important to actively build relationships and communicate.
Virtual team-building activities, regular video meetings, and clear communication channels help employees feel part of the team. It’s also important that they are clear about when their presence in the office is expected and when they can work from home.
In the tech industry and startups, employees are especially sensitive to career growth and an innovative environment. Offer them clear paths for advancement, room to experiment, and opportunities to work on interesting projects.
Employees in the tech sector also appreciate leadership transparency and the opportunity to influence decision-making. Companies that create a culture where employees’ ideas are heard and implemented have more loyal teams.
In a multicultural team, inclusivity, respect for differences, and clear communication are important. Ensure that all employees feel welcome and valued, regardless of their origin or background.
Employees from different cultures may have different expectations and communication styles. Invest in cultural diversity training and create an environment where these differences are seen as an asset, not a barrier.
Checklist: First 12 months of action
For a retention strategy to be effective, it must be specific and measurable. Here is a practical checklist that we at COREDO.jobs developed based on our experience:
Onboarding: First Impression
- Structured onboarding program with a clear plan for the first days
- Assign a mentor who will be available to the new hire
- Weekly check-ins with the manager to see how the new hire is adapting
- Introduction to the company culture, values, and long-term organizational goals
- Ensure access to all necessary tools and systems
Integration and development in months 2.–3.
- Continuation of mentoring and support
- Public recognition of early successes
- Create an individual development plan for the next year
- Feedback on how the new hire is adapting and what their needs are
- Involvement in the first team projects
Month 4–6: Stabilization and growth
- Monthly one-on-one meetings with the manager
- Offer training and courses according to the individual development plan
- Involvement in larger team projects and initiatives
- Regular recognition of performance and contributions
- Building stronger bonds with other team members
Month 7–12: Long-term retention
- Formal evaluation of the first year
- Discussion about the future and career goals
- Reassessment of compensation and benefits based on performance
- Planning the next year of development and new challenges
- Confirmation of the organization’s long-term commitment to the employee
Key insights and recommendations
Retaining new employees during the first year is not a one-time action but a systematic process that starts with recruitment and continues with ongoing development, support, and recognition. Companies that invest in quality onboarding, clear communication, and creating a positive work environment achieve up to an 82% improvement in employee retention.
From my experience at COREDO.jobs, I know that the most successful companies are those that see employees as a long-term investment, not a short-term cost. These companies invest in their development, support their growth, and create an environment where employees want to work.
Every employee who stays and develops with your organization becomes an ambassador of your brand and contributes to long-term success. When employees feel valued, supported, and see room for their growth, their loyalty and productivity increase, which is reflected in better results for the entire organization.
