Spring has arrived, and with it comes the season of hiring, training, and team-building. For landscaping, lawn care, and tree care companies, this is the time to welcome new talent, set the tone for the season, and lay the groundwork for a productive year. But here’s the big question:
Are you actually setting them up to succeed?
You’ve worked hard to find the right people. But if your onboarding process isn’t working as hard as you are, you may be unintentionally driving your new hires right back out the door.
Let’s talk about why this matters, and what you can do to change it.
What Today’s Workforce Really Wants
If you’re in the green industry, you’ve likely felt the effects of the changing workforce. Competition for talent is steep, and retention is more challenging than ever. A recent survey of 2,500 U.S. workers by Robert Half found that nearly 50% of employees are planning to look for new jobs in 2025. That number jumps to 60% for Gen Z and 56% for millennials.
In many cases, dissatisfaction begins before the first week is even over. More than 56% of candidates say unclear job responsibilities will drive them away, even after accepting the offer. And only 12% of employees believe their current onboarding process is effective.
That’s not just disappointing, it’s expensive.
Why Your Onboarding Process Might Be Costing You
Poor onboarding doesn’t just impact morale. It hits your budget. Replacing an employee can cost 90% to 200% of their annual salary, depending on the role and skill level. For a team member earning $70,000, you could be looking at a turnover cost between $63,000 and $140,000.
Add to that the $1,393 average spent on training a new hire, and the stakes get even higher.
And here’s the kicker. Employees who experience ineffective onboarding are far more likely to view their organization as underperforming, unprepared, and unsupportive.
What Makes Onboarding Actually Work?
The good news is that a strong onboarding process not only reduces turnover but drives growth. Here are some research-backed reasons to level up your new hire experience:
→ 85% of employees say good onboarding helps them understand and use their benefits fully.
→ Employees who go through structured onboarding are 18 times more likely to feel committed to their employer.
→ 89% of employees with strong onboarding experiences report being engaged at work.
→ 91% of employees who receive company culture training feel connected to their workplace.
If you want more loyalty, productivity, and performance, it all starts with the welcome.
The Secret Weapon: Clarity, Connection, and Culture
Effective onboarding isn’t about sitting in a room with a packet of HR policies and a checklist. It’s about building early clarity, deepening connection, and introducing company culture from the start.
Here are a few quick wins to upgrade your onboarding:
→ Start before Day One. Send a personalized welcome email and a short overview of what to expect.
→ Make the job crystal clear. Outline role expectations in writing, walk through it in person, and give real-life examples.
→ Pair them with a mentor or peer. It helps new hires feel supported and learn the ropes faster.
→ Teach them the “why” behind the work. Don’t just show them how to do tasks. Explain why each one matters to the business.
→ Celebrate small wins. Recognizing progress in the first 30 days builds confidence and loyalty.
This isn’t about perfection. It’s about progress. Even a few thoughtful shifts can create a lasting impact.
What’s at Stake if You Don’t?
Think of onboarding like planting. If you toss seeds onto dry soil, you may get lucky, but chances are the roots won’t stick. But if you prepare the ground, water it, and care for those new additions, they grow stronger and faster.
Your onboarding program is the soil for your people.
Fail to invest in it, and you’ll keep cycling through talent, burning time, money, and morale.
Be well, do good work, and keep in touch!
Fred