The 'Great Regret': Why Your New Hires Might Already Be Looking for the Exit (And How to Win Their Loyalty in the First 90 Days

 


You’ve done it. After countless hours of interviews, background checks, and negotiations, you’ve finally landed that promising new hire. There's a sigh of relief, a handshake, and the hope that this person will be a long-term asset to your team. But what if, just weeks or even days into their new role, they're already polishing their resume and quietly browsing job boards?

Welcome to the era of the 'Great Regret'. It’s the unsettling reality where a significant number of new employees experience a profound sense of disappointment shortly after joining a new company, leading them to quickly re-enter the job market. This isn't just an anecdotal observation; it's a costly, silent drain on resources and morale for businesses across India and beyond.

At jobsglobal.in, we understand that hiring is just the first step. The true challenge – and opportunity – lies in those critical first 90 days. This is the make-or-break period that determines whether a new hire becomes a loyal, productive team member or another costly statistic in your turnover rates.

Decoding the Disillusionment: What Fuels the 'Great Regret'?

Why are so many new hires feeling buyers' remorse so quickly? It stems from a confluence of factors, often creating a chasm between expectation and reality:

  1. The 'Bait and Switch' Syndrome: The job description promised dynamic growth, cutting-edge projects, and a vibrant culture. The reality? Mundane tasks, outdated systems, and a team quietly struggling under the weight of bureaucracy. When the lived experience doesn't match the recruitment narrative, trust erodes instantly.

  2. The Onboarding Abyss: Too many companies treat onboarding as a paperwork marathon. New hires are handed a stack of forms, a laptop, and told to "figure it out." Without clear guidance, meaningful introductions, and structured training, they feel lost, undervalued, and wonder if they made a mistake.

  3. Lack of Psychological Safety: The fear of asking "stupid questions," making mistakes, or simply not understanding team dynamics can be paralyzing. If new hires don't feel safe enough to be vulnerable, they'll disengage rather than risk perceived failure.

  4. Misaligned Expectations on Growth: Promises of career progression often fall flat. If a new hire isn’t seeing a clear path or meaningful challenges, they’ll assume their growth lies elsewhere.

  5. The Persistent Candidate Market: In today's competitive talent landscape, a new hire knows that other opportunities likely still exist. The friction to leave is lower when the job market remains active.

The cost of this early departure is staggering: recruitment fees, lost productivity, training investment, and the morale hit to the remaining team. It’s a vicious cycle that demands a proactive solution.

Winning Loyalty: Your 90-Day Blueprint for Retention and Engagement

The good news? The 'Great Regret' is preventable. The solution lies in treating the first 90 days not as an administrative hurdle, but as an intensive, personalized loyalty program.

1. Pre-Boarding & Day One: The Grand Welcome (Not Just the Paperwork)

  • Warmth Before Work: Before their first day, send a personalized welcome kit (company swag, a detailed itinerary for Week 1, introduction to their "buddy"). This builds excitement and shows you care.

  • Ready-to-Go Workspace: Ensure their desk, laptop, login credentials, and essential software are set up and functional on Day One. Nothing sours a new start faster than IT headaches.

  • Genuine Introductions: Facilitate one-on-one meetings with key team members and cross-functional partners. Explain their role and why their contribution matters to the new hire.

2. Weeks 1-4: Structured Immersion & Early Wins

  • The Onboarding Buddy System: Pair new hires with an experienced, non-supervisory colleague. This provides a safe space for questions, helps navigate informal culture, and accelerates social integration.

  • Clear Goals & Early Wins: Set specific, achievable goals for the first month. These aren't just tasks; they're opportunities for the new hire to experience success, contribute value, and feel a sense of accomplishment.

  • Scheduled Check-ins (Non-Evaluative): Managers should conduct frequent, informal check-ins focused on support, not just performance. Ask: "What's going well? What's confusing? How can I help?"

3. Weeks 5-12: Integration, Feedback, and Future Vision

  • Feedback Loops (Two-Way): Encourage new hires to give feedback on the onboarding process. Simultaneously, provide constructive performance feedback that focuses on growth areas rather than just deficiencies.

  • Cultural Immersion: Actively involve them in team events, social gatherings, and broader company initiatives. Help them understand the unwritten rules and values that define your workplace.

  • Pathing for Growth: Begin conversations about their medium-term career aspirations within the company. What skills do they want to develop? What projects excite them? Show them a future beyond their current role. This counters the "misaligned expectations" problem.

  • 30-60-90 Day Review: Conduct a structured review focused on their experience, integration, and initial performance. Celebrate successes and identify areas for ongoing support and development.

Beyond the Blueprint: Building a Culture of Belonging

Winning loyalty isn't a one-time event; it's a continuous commitment. By actively investing in the first 90 days, you’re not just retaining talent; you’re cultivating a culture where employees feel valued, understood, and genuinely connected to your organization’s mission.

At jobsglobal.in, we partner with businesses to move beyond simply filling positions. We empower you to build thriving teams by understanding the nuances of the modern workforce. Don't let the 'Great Regret' quietly erode your hard-earned talent. Transform your onboarding process into a powerful loyalty engine, and watch your new hires become your most passionate advocates.

Contact : Jobsglobal.in

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