Your company probably invests a lot in hiring new employees. But once the papers are signed and your new employee starts work, the real task begins: keeping that qualified candidate you just hired. Ninety percent of companies believe their employees decide whether to stay or move on within their first year, writes Andre Lavoie for Entrepreneur.


Here are a few tips to help you retain your employees…


Improve Onboarding

You might consider streamlining your onboarding process, Lavoie writes, but also allowing it to support new employees for a longer time. “Traditional onboarding programs don’t last very long, but in order to help employees be more self-sufficient, extending the onboarding process to provide continued development is a must,” he writes. “After the initial onboarding is complete, continue to offer new hires relevant training and development opportunities.”


However, even if you extend the length of your program, try to simplify it, too. “Automating the administrative side of the onboarding process makes onboarding simpler for both employers and employees, by making it easy to assign, track and store new hire paperwork and tasks,” Lavoie writes. “Companies are adopting a paperless system for bringing new hires on board. Doing so will help employers and employees stay organized throughout employee onboarding.”


Help Connect Colleagues

“For many employees, the social aspect of their work is just as important as what they do,” Dayna Steele writes for the Huffington Post. ”Hire for fit and help new employees integrate into the work social network faster by directly connecting them to more experienced employees for mentorship.”


Special programs can help, too. “The sooner new hires are made to feel part of the organization the better,” Harvey Deutschendorf writes for He cites programs that allow seasoned staff members to connect with new hires for six months. “Their role is to ensure that the new person always feels supported and embraced,” he writes. ”As a result of these efforts powerful bonds are created between staff and the organization in addition to long-term friendships.”


Focus on Growth from the Start

Your employees want you to invest in them and help them grow. Prove it from the start. “In high-growth companies, you often have hard-working, dedicated employees doing things that they are good at right now,” Chris Ostoich writes for Fast Company. “However, they often don’t want to be doing the same things for the next five months or five years. To keep those talented people engaged, you need a system to understand where people want to go, to track their progress, and to be purposeful about managing their career paths.”


As their time in your organization progresses, keep encouraging them, Steele writes. “Your employees need opportunities to grow,” she writes. “Encourage employees to set and reach personal goals. If career promotion is impossible, make employees feel more empowered by supporting their personal development outside of work.”