They Don’t Quit in Month Three. They Walk Out in Week One.

You’re not losing people to long-term dissatisfaction—you’re losing them because the first 30 days work against your workers.

Most employee turnover isn’t about pay or policy. It’s about friction, fear, and false expectations. If you can’t solve first-month turnover, you can’t build a workforce long-term. Ōnin strengthens the start of the employee journey so the right people stick and the wrong ones never make it to your floor.

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stressed-warehouse-worker

Why This Happens

The employee turnover curve doesn’t lie. Most exits happen in the first 30 days. But instead of fixing what’s wrong, most staffing vendors blame the worker and bring you another one.

Here’s what’s usually behind it:

  • The job was misrepresented
  • Day One was chaos
  • No one checked in
  • No one caught the red flags
  • No one cared until it was too late

This isn’t a workforce issue. It’s a support gap. Our model closes it so people stay.

How Ōnin Solves It

We attack early turnover by stabilizing the entire front end of the experience, from pre-start to post-placement:

The Playbook Retention System

Structured support through the first five weeks, when attrition is highest.

Nurture the New Hire

Follow-through and pre-start engagement that stops Week One no-shows.

Onsite Orientation

We support your first shift, not just your paperwork.

Supervisor Alignment Tools

We coach floor leads to lead better, so new hires don’t fall through the cracks.

Teammate Check-Ins

For the ones who do align—we listen, support, and help them stay.

The Models That Help Hold It

Teammate to Hire workforce model

Teammate-to-Hire

Onsite Program workforce model

Onsite

Ōnin Flex workforce model

Flex

The Bottom Line

Early attrition isn’t random. It’s a warning sign and a fixable one.

Ōnin helps you stabilize the first 30 days, filter for staying power, and stop cycling through “temps” who were never going to last.

Start a workforce strategy session