If you’re running a small business, you know employee turnover can be a nightmare. Not only does it disrupt operations, but it also drains your energy and resources. That’s why the commit phase of hiring is so critical.

But what exactly is the “commit” phase?

It’s that period right after the initial hiring frenzy settles down. The time when your new hires are supposed to seamlessly integrate into your team. Yet, sometimes, they don’t. And here’s the kicker: it’s often not about them; it’s about how they’re onboarded.

Two years ago, we hit a rough patch. Five hires left within days. It was a wake-up call. Our process was chaotic, to say the least. Through some tough introspection and honest feedback, we realized we were losing people not because of the job itself, but because of how disorganized their first few days felt.

Here’s what we learned:

• Structured Onboarding is a Non-negotiable

One of the biggest mistakes we made was thinking everything was perfect—until we lost five new hires in five days.

The problem? Chaos in our onboarding process.

We thought we had it all organized, but too many hands were in the pot, creating instability for our new hires. This is why a structured and clear onboarding process is non-negotiable. When you promise something—like providing supplies on day three—you better deliver. Failing to do so chips away at the trust new hires have in you, which can be devastating to long-term (or even short-term!) retention.

Your new hires need stability. A clear, organized onboarding schedule makes them feel valued and secure. It sets the tone for their entire journey with your company.

• Support is Crucial:

A supportive environment during onboarding is another key factor. Think of it as offering mentorship. Are you giving new hires the resources they need to succeed, like videos about your company culture or an onboarding guide?

“It’s not enough to just get them through the door; you need to help them feel like they belong.”

That means assigning someone who embodies your company culture as their guide, not just someone who’s technically good at their job but lacks the right attitude.

From day one, make sure every hire has a mentor – someone who isn’t just showing them the ropes but is also invested in their success.

• Emotional Bank Account

Emotional bank accounts are a concept we take seriously.

It’s about making positive emotional deposits by providing support, recognition, and resources.

When you need to make a withdrawal—like asking something extra of a new hire—they’re more likely to comply if their emotional bank account is in the black. This give-and-take is essential in maintaining a positive and productive working relationship.

• Alignment with Company Culture:

Culture alignment is more than just a buzzword; it’s the backbone of a successful onboarding process.

It’s about ensuring new hires understand and fit into your company’s values – completely.

This might mean having the owner talk about the company’s history and values in a one-on-one meeting or video. The goal is to make sure new hires are not just skilled but also a good cultural fit. New hires need to breathe and live your company’s culture from the get-go.

(At Organize It, every new Professional Organizer reads Marie Kondo to understand our ethos of bringing joy through our organization.)

At the end of the day, skills can be taught, but you can’t teach character and values.

Don’t just Commit – COMMIT!

The commitment phase is more than a step in the hiring process; it’s the foundation of how long someone will choose to be part of your team.

Because the reality is, they do have input in whether they stay or not, so commit to them if they’ve committed to you.

Want to dive deeper into how you can perfect this phase and drastically reduce turnover? Check out our latest video in the Profit Flywheel for Recruiting series.

Keep building, keep refining, and keep committing to your team’s growth.