The "New Hire" Blind Spot
New hires are the most vulnerable employees. They are forming their first impressions of your culture. If they leave in the first year, it's a massive cost.
The Playbook
Step 1: Automate the 30-60-90 Day Survey
Set up triggers to send a simple survey (see our Employee Onboarding Template) at these milestones.
Step 2: Monitor "Manager Support"
This is the single biggest predictor of early attrition. If a new hire says "My manager is busy," that's a yellow flag. If they say "I don't know what success looks like," that's a red flag.
Step 3: Analyze for "Role Clarity"
Upload the open-ended responses to FeedPulse AI. Look for the driver "Role Clarity".
- Negative Keywords: "Confusing", "Overwhelming", "Different than interview".
Step 4: Intervene
If you see a cluster of "Role Clarity" issues in the Engineering department:
- Action: Audit the Engineering Onboarding Checklist.
- Action: Train Engineering Managers on setting 30-day goals.
Step 5: Report to Leadership
"We reduced 90-day attrition by 15% by identifying and fixing the 'Day 1 IT Setup' bottleneck."