The First 90 Days: Setting Up New Hires for Success in an SME
Almost one in three new hires leave their role within the first 90 days. For small and medium-sized businesses, that’s a heavy hit. Every new hire counts, and when onboarding is skipped or rushed, the cost goes beyond recruitment fees — it can impact morale, productivity, and even your business reputation.
Many SMEs rely on informal onboarding, assuming new employees will pick things up as they go. But the first few weeks are a critical window of opportunity. With the right approach, you can build engagement, set clear expectations, and give your new hire the confidence they need to thrive.
This blog walks you through a simple, effective onboarding process that’s realistic for SMEs — and explains why getting it right is well worth the effort.
1. Define the Issue
What is onboarding?
Onboarding is the structured process of welcoming a new employee into your business, giving them the tools, support, and clarity to succeed in their role. It’s more than a quick hello and a login.
In practical terms, onboarding should:
- Help the employee understand their role and responsibilities
- Introduce them to your workplace culture and values
- Connect them with the team
- Provide training and support in a manageable way
Without a plan in place, new hires are often left guessing. This creates unnecessary stress, delays productivity, and increases the risk of early turnover.
2. Why It Matters
A smooth onboarding process does more than help someone settle in. It sets the tone for their entire employee experience.
Here’s what’s at stake when onboarding is overlooked:
- Higher turnover. Poor onboarding is one of the leading causes of early resignation.
- Slower productivity. Without clear guidance, it takes longer for new hires to find their rhythm.
- Lower morale. Starting a new job without support can be isolating and discouraging.
- Missed opportunities. A good onboarding experience builds loyalty, motivation, and early wins.
What you gain with the right onboarding approach:
- Higher retention. Employees who are well onboarded are more likely to stay long-term.
- Quicker ramp-up. Clear expectations and steady support lead to faster productivity.
- Better culture fit. People understand not just what to do, but how things are done in your business.
For small businesses, where roles are often varied and resources are tight, this early momentum is essential.
3. Common Pitfalls to Avoid
Here are a few missteps that SMEs often make when it comes to onboarding:
Assuming they’ll figure it out.
Without structured guidance, new employees can feel unsure about what’s expected of them. This slows progress and increases anxiety.
Overloading day one.
Dumping policies, procedures, and tasks all at once can overwhelm rather than empower. Spread learning across the first few weeks.
Failing to connect.
If you don’t introduce them properly to the team or explain the culture, your new hire may struggle to feel like they belong.
No regular check-ins.
Feedback loops matter. Without consistent touchpoints, employees may not speak up about issues until they escalate.
4. Actionable Solutions or Best Practices
You don’t need a big HR team or fancy systems. Here’s what a simple and effective onboarding plan can look like for an SME:
Before day one
- Send a welcome email with start time, contact person, what to bring, and what to expect.
- Set up logins, tools, and a clean workspace.
- Notify your team so they’re ready to say hello.
Day one
- Personally welcome the employee and introduce them to the team.
- Provide a simple overview of your business, values, and how their role fits in.
- Give a brief tour (or virtual equivalent) and set expectations for the first week.
- Assign a buddy or go-to person for questions.
Week one
- Share a clear role outline, tasks, and performance expectations.
- Schedule meetings with key team members or departments.
- Offer bite-sized training sessions rather than long blocks of information.
- Start them on manageable tasks to build confidence.
Weeks two to four
- Continue building knowledge and responsibility gradually.
- Hold weekly check-ins to provide feedback and answer questions.
- Involve them in team discussions or meetings to build belonging.
Month two to three
- Shift into deeper responsibilities and more autonomy.
- Begin conversations about development, training needs, and long-term goals.
- Schedule a 90-day review to reflect on progress and discuss next steps.
Document this as a repeatable onboarding template, so you’re ready every time a new person joins.
5. Real-World Example
One of our clients, a family-run hospitality business, came to us after losing three new hires in six months. Each had been given the same loose instruction: “shadow a team member and ask questions.”
We helped them put a simple onboarding plan in place, including:
- A 3-day schedule for new hires
- A weekly check-in template
- A buddy system with experienced staff
Since then, they’ve not only kept every new team member, but their customer feedback scores have also improved. Why? Because employees who feel supported do better work — sooner.
Conclusion
The first 90 days aren’t just a trial period. They’re a turning point.
When you onboard well, your new hire feels confident, connected, and ready to contribute. When you don’t, you risk losing more than just time. You lose trust, energy, and potential.
At MMC HR Services, we understand that small businesses don’t always have the time or resources to build formal HR systems. That’s why we create tailored onboarding solutions that work in real-life settings — not just on paper.
Need help building a simple, scalable onboarding experience that works for your business?
Get in touch with MMC HR Services. We’re here to help you welcome your next hire with clarity and confidence.