When you consider the financial losses and productivity impact of employee turnover, it’s important to recruit the best talent for your company and to ensure they have the best onboarding experience to kick off their new career with your firm.

Effective employee onboarding ensures that your team members stay with your company for the long term. With that said, here are five steps to take within the first 90 days of an employee’s arrival if you really want them to stay with the company.

1. Instill the company’s vision

Before their first day on the job, a company’s employees should already know the company’s mission and values. The onboarding process actually begins during the interview itself. Hiring managers can share at the time of hiring, documents related to the company’s mission and then ask the potential employee where and how their role fits into that vision. That way, they enter the company knowing where they can contribute and how their efforts will make a difference.

Employment is a two-way street, so be sure to convey your company’s values to all your employees. One of my most recent hires has a very clear desire to help people and values the mission of making the world a better place. When you understand where your employee’s values are in synch with your company’s vision, it becomes clear how to align the two and in turn create dedicated employees.

2. Set up a shadowing period

On the first day, you don’t want to smother or abandon your new hires. Set up a shadowing period where your new talent meets and works with an internal guide. During this time, they can learn the intricacies of the business and some of the clients without taking full responsibility.

While it may be tempting to leave them to fend for themselves with their experience, this is a sure-fire way to scare new employees away and make them feel undervalued and uncertain. You may need their help immediately but be patient. Think of your onboarding process as a seed you are planting to grow, not a tree that has already grown. When hiring, allow for a 90-day period where you don’t expect much from their contribution to the immediate needs of the business. Instead, think of it as a period of nurturing where you are setting a foundation for a long-term successful relationship.

3. Communicate early and often

There is no such thing as over-communicating with remote employees. Since much can get lost without the ability to pop into a colleague’s office or a manager’s desk to ask a quick question, prioritize interaction over lack of interaction.

In fact, the number one feedback we get from candidates is that they wish their managers were more accessible during the first 30 days to answer their questions.

4. Provide opportunities

Once the observation period is over, giving new employees the chance to take full ownership of a project with access to all the necessary resources at their disposal gives them an immediate sense of confidence, which leads them to feel empowered to act on their knowledge and instincts. Not only does the project empower them, but it also reveals their resourcefulness, their willingness to explore and support other options, and their ability to make sound decisions.

5. Evaluate their adaptation

Once the 90-day period is over, schedule a performance review in advance. Use this interview to see what is working and what is not. Use this time to help them solidify their foundation in their role and to better understand any gaps or areas where integration can be improved in the future. It’s also a great opportunity to tap into their knowledge and experience to bring new ideas and solutions to your firm. Remember, every new hire is an opportunity to strengthen your team and improve your processes.