We are hiring rapidly to support our growth, but we are experiencing high turnover within the first ninety days of employment. What specific weekly leading indicators can we add to our Scorecard to monitor new hire onboarding health before we lose them?

Question

Tyler Smith · Accepted Answer

High ninety-day turnover is almost always an onboarding failure, not a hiring failure. To fix this, you must treat onboarding like a sales pipeline and track its health weekly on your Scorecard. Do not wait for the ninety-day review to find out a new hire feels lost or unsupported.

Instead, add a few critical leading indicators to your HR or Operations scorecard. First, track weekly training milestone completion. If a new hire is supposed to complete five training modules in week two and they only complete two, that is an immediate red flag. Second, track weekly supervisor check-ins. This is a binary metric: did the manager have a fifteen-minute, one-on-one alignment meeting with the new hire this week?

Third, track a simple weekly confidence score. Have the new hire rate their own clarity and confidence on a scale of one to ten every Friday. If that score dips below eight, it triggers an immediate conversation. By tracking these activity-based metrics on your Scorecard, you can intervene before a struggling employee decides to walk out the door, protecting your recruiting investment and stabilizing your scaling team.