If you’re hiring great people but struggling to keep them, it might be time to take a hard look at how you’re supporting them. Employee retention isn’t just about salary or perks—it’s about making sure your team members feel valued, equipped, and like they actually belong. That’s where onboarding, training, and continuing education come in.
Too often, businesses lump these together, but they each serve a distinct purpose:
- Onboarding is about the first impression—it sets the tone and helps new hires feel like part of the team.
- Training is about building skills—making sure employees know how to do their job well.
- Continuing Education is about long-term growth—keeping employees engaged and developing over time.
When these three elements are balanced, employees feel confident, capable, and connected. When they’re not? They disengage, underperform, and eventually leave. Let’s break them down and talk about how to get it right.
Onboarding: First Impressions Matter
Imagine it’s your first day at a new job. You walk in, and no one knows what to do with you. Your computer isn’t set up, you don’t have a clear schedule, and you feel like you’re in the way. How long do you think you’ll last? Probably not long.
First impressions stick. In fact, 69% of employees are more likely to stay with a company for at least three years if they have a great onboarding experience. But a bad onboarding process? That can push people out the door before they even get settled.
That’s why we make onboarding a team effort. On a new hire’s first day, we always do a team lunch—because nothing makes people feel welcome like food and good conversation. We also spread out onboarding responsibilities across the team. This way, new employees get to interact with everyone, learn what different people do, and start forming relationships. These work friendships matter—employees with close work friends are 7x more likely to be engaged in their jobs.
And it’s not just about the first day. New hires need time to process everything they’re learning. Instead of overwhelming them with a firehose of information, we build in time for reflection and questions, making sure they feel supported every step of the way.
Training: Learning How to Do the Job Well
Once someone is onboarded, they need to get good at their job. That’s where training comes in.
Training is all about competency—teaching employees the skills and knowledge they need to perform their role effectively. But here’s the problem: many companies either rush through training or assume a one-time session is enough. It’s not.
The best training is hands-on, ongoing, and tailored to what employees actually need. We focus on real-world application, making sure team members feel confident in their roles before expecting full productivity.
And it’s worth the investment. Employees who receive strong training are 94% more likely to stay longer. Plus, when people feel competent, they work more efficiently, make fewer mistakes, and contribute more meaningfully.
Continuing Education: Keeping People Engaged
The last piece of the puzzle is continuing education. This is where companies either make or break long-term retention.
Once employees are trained and comfortable, they don’t just want to sit still—they want to grow. If they don’t see opportunities for development, they’ll start looking for them elsewhere.
Continuing education keeps employees engaged and future-focused. Whether it’s mentorship, leadership training, or learning new skills, it shows that you’re invested in their growth. And employees who feel like their employer is helping them develop? They’re twice as likely to stay.
The Bigger Picture: Why This Matters for Retention
So why do employees leave? Research shows that some of the top reasons include:
- Lack of growth opportunities → Solved by ongoing training and education.
- Feeling undervalued → A strong onboarding experience sets the tone that they matter.
- Lack of connection → Workplace friendships, built through good onboarding, keep people engaged.
- Job stress or uncertainty → Proper training makes people feel competent and secure in their roles.
When you have a structured approach to onboarding, training, and continuing education, you’re not just developing better employees—you’re creating a culture where people want to stay.
Up Next: Ditching Annual Reviews for Mentorship
Speaking of growth, let’s talk about how we handle feedback. Instead of the dreaded annual review, we take a mentorship approach—regular check-ins, real-time feedback, and personalized development plans. This method has helped our employees grow into leadership roles while strengthening trust and alignment across the team.
In the next blog, we’ll dive into why mentorship beats traditional performance reviews and how you can implement it in your business. Stay tuned!
Black Creek Business Coaching 