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As an employer, finding and hiring the right candidate is a major win, but the real work begins once they walk in the door. Nearly 30% of employees leave a job within their first 90 days, making the onboarding and engagement efforts during those first three months critical.
For agriculture employers especially, where roles are specialized, teams are lean, and turnover is costly, a strong onboarding plan can make all the difference.
Learn how ag employers can use the first 90 days to set new hires up for success, boost retention, and maximize performance.
Why the First 90 Days Matter
The first three months shape how new employees perceive your ag organization, their role, and their future with the company. During this time, new hires are asking themselves:
- Did I make the right decision?
- Do I understand what success looks like in my role?
- Do I feel supported by my manager and team?
When expectations are unclear or onboarding is lacking, even top talent can disengage quickly. A structured 90-day plan helps new hires gain confidence, build relationships, and start delivering value sooner.
Days 1–30: Orientation, Clarity, and Connection
The first month should focus on helping the new hire feel welcomed, informed, and grounded in their role.
Set Clear Expectations Early
From day one, clearly communicate:
- Job responsibilities and priorities
- Performance expectations
- Goals for the first 30, 60, and 90 days
Providing written goals helps eliminate confusion and gives new hires something concrete to work towards as they get settled into their new role.
Invest in a Structured Onboarding Process
A strong onboarding experience goes beyond paperwork and employee handbooks. Consider including:
- Outline of the company mission, values, and culture
- An overview of how their role impacts the broader organization
- Training on tools, systems, and processes
- Any safety training, regulatory requirements, or field-specific education
Build Relationships Early
New hires who feel connected are more likely to stay. Within the first few weeks, introduce them to all team members, set up shadowing sessions, and schedule regular check-ins. Assigning new hires a designated mentor can also be a great way to get them connected, plus allow them to ask questions they may hesitate to ask their manager.
Days 31–60: Skill Building and Feedback
By the second month, new hires should start moving from learning mode to execution.
Provide Hands-On Training
This is the time to deepen role-specific training and allow the employee to take on more responsibility. Encourage hands-on learning while still offering guidance and oversight.
Schedule Regular Check-Ins
Consistent feedback is essential. Use weekly or biweekly check-ins to:
- Review progress toward goals
- Address challenges or skill gaps
- Reinforce what they’re doing well
Early feedback prevents small issues from becoming larger problems and helps new hires adjust quickly.
Encourage Questions and Open Communication
Make it clear that asking questions is encouraged. Employees who feel safe speaking up are more engaged and more productive. As a manager, it’s important that you also foster open communication by providing feedback to the employee consistently, not only when something goes wrong or goals aren’t being met.
Days 61–90: Ownership and Growth
By month three, new hires should be gaining confidence and contributing more independently.
Shift Toward Ownership
Gradually transition more responsibility to the employee. Clearly define what success looks like in their role and allow them to own projects, accounts, or operational tasks.
Conduct a 90-Day Review
A formal 90-day review helps align expectations and set the tone moving forward. Review accomplishments, discuss areas for improvement, and outline goals and priorities for the next six to twelve months.
Discuss Long-Term Goals
Within the 90-day review, discuss their career and skill development. Ask questions like:
- What parts of the role do you enjoy most? Least?
- What skills would you like to develop?
- Where do you see yourself growing within the organization?
- How can management support you in those growth areas?
These days, employees aren’t just looking for a paycheck – they want an employer who will allow opportunity for growth. These conversations show employees that you’re invested in their future, not just their output.
The Payoff: Stronger Retention and Better Performance
When employers are intentional about the first 90 days for new hires, the results speak for themselves: higher engagement, faster productivity, and improved retention. New hires who feel supported and confident are far more likely to become long-term, high-performing team members.
Looking to strengthen your hiring and onboarding strategy? Partnering with an agriculture recruiting firm can help ensure you’re not only hiring the right talent—but keeping it.
For more hiring tips from the agriculture recruitment experts, check out our resource library.
