An HR professional in manufacturing told Trevor her onboarding program is strong for ninety days, and then it starts to dip. Her instinct was to extend it. The research says something else.
Once somebody is past three months, lack of onboarding is the last reason they leave. Toxic culture, unsafe conditions and feeling disrespected are at the top of that list. And on the stay side, job stability and competitive pay are almost tied, with a cluster right behind them worth nearly a third of first place answers: feeling valued by your manager, a positive team culture, and clarity of expectations. Not one of them is an SOP.
Trevor walks through what changes on day ninety-one, why pay climbs in importance with age while stability stays flat across every generation, and why the youngest workers rank being heard above being paid. Onboarding has an end date. The conversations do not.
Based on national research with The Center for Generational Kinetics and Crossover Solutions, 1,250 U.S. and Canadian adults open to working in manufacturing.
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