jaime,

One of my favorite parts of being a leader is spending time with our team outside of day-to-day client work. Whether it's catching up one-on-one, hearing about a recent vacation, celebrating personal milestones, or gathering for our annual August team event, those moments matter. They help us build relationships, strengthen trust, and create a sense of belonging. 

I've learned that connection doesn't happen by accident. It requires intention from leaders. The same is true when welcoming a new employee. The first few months set the tone for everything that follows. When new hires feel supported, included, and connected to the people around them, they're far more likely to engage, contribute, and stay.

The first 90 days can make or break a new employee's experience. Yet many organizations continue to see talented hires leave before they have a chance to become fully productive contributors. 

In our latest blog, Lori Frasier explores the factors that drive early turnover, from unclear expectations and inadequate onboarding to a lack of connection and support.  If you're looking to improve retention, strengthen onboarding, and create a more successful transition for new hires, this article offers valuable insights and actionable takeaways.