The Problem
You hire a skilled IT professional, and within six months, they resign. Each departure costs nearly $180,000.
According to Gartner (2025), 42% of new IT hires leave within their first year.
At CFT Consulting, we have helped businesses retain 83% of their technical staff.
This article explains how our 3-Phase Retention Lock Protocol can help you achieve the same results in just 90 days.
The Cost of Poor Onboarding
Many organizations treat onboarding as a checklist. They issue a laptop, add the new hire to a team chat, and move on. However, this approach leaves new employees disconnected and uncertain about their role.
- 28% lose motivation by the sixth week.
- 35% resign because they lack a clear growth plan.
One client lost nearly $900,000 due to five early resignations.
The issue is not hiring more people; it is implementing a structured 90-day retention process.
The 3-Phase Retention Lock Protocol
A straightforward plan that strengthens engagement, motivation, and loyalty among new IT hires.
Phase 1: Weeks 1 to 4 – Build Early Connection
Assign every new employee a Buddy, a colleague at the same level who helps them adjust.
Conduct weekly 15-minute check-ins and assign a “First Win” task, such as resolving a small technical issue or improving documentation.
Result: One client reduced early resignations by 45%.
Tip: Use Slack or Teams to ask, “Rate your week from 1 to 10.” Address anything rated below 7 right away.
Phase 2: Weeks 5 to 8 – Create a Growth Path
Provide each new hire with a Skill Roadmap that connects learning goals to real work outcomes.
Example:
Learn AWS → Lead a new project → Qualify for a salary increase
When employees see a clear path forward, motivation increases and turnover decreases.
Result: A fintech company retained 18 out of 20 engineers using this method.
Tip: Keep the roadmap on a shared platform so everyone can view and track progress.
Phase 3: Weeks 9 to 12 – Strengthen Commitment
Conduct a 90-Day Review at the end of the onboarding period. Ask the employee:
“What would make you stay with us for three more years?”
This question helps reveal underlying issues related to pay, workload, or team environment before they lead to resignation.
Result: One client saved $720,000 by making three small adjustments.
Tip: Schedule this review on the employee’s first day, not after 90 days.
Results Before and After the Plan
| Metric | Before Implementation | After Implementation |
|---|---|---|
| Quit Rate | 42% | 17% |
| Cost per Hire | $180,000 | $72,000 |
| Engagement Level | Low | High |
| Retention Period | 6 months | 3 years or more |
Before: 90-day frustration
After: 3-year retention success
90-Day Retention Checklist
Day 1: Assign a Buddy
Week 5: Share the Skill Roadmap
Week 9: Conduct the 90-Day Review
Every Week: Ask “How’s your week going?” (1–10 rating)
Download the Free Retention Checklist →
Frequently Asked Questions
Q: What are IT talent retention strategies for 2025?
A: A structured 90-day plan that includes a buddy system, skill roadmap, and early performance review to retain up to 83% of new hires.
Q: Why do IT hires leave so soon?
A: Lack of social connection, limited growth opportunities, and poor communication are the top reasons. This plan addresses all three factors.
Q: When should retention planning begin?
A: Start on Day 1. Employee engagement begins the moment they join your organization.
Final Thoughts
Every resignation costs more than just money; it disrupts productivity and culture.
Stop losing valuable employees. Begin building a workplace where people choose to stay and grow.
Contact us today for a Free 90-Day Retention Audit.
We will review your current process and provide a customized retention strategy completely free.
Email: contact@cftconsulting.us
Website: www.cftconsulting.us
USA Office: 973-814-2525