Within the first month, 70% of employees decide if the job is a good fit. While pay, benefits, and meaningful work play an important role, culture and connection are often what keep employees engaged for the long term. Building a workplace where people want to stay requires intentional recruiting, consistent accountability, and supportive management practices that align expectations from the start.

Recruit with Retention in Mind

Retention begins long before an employee’s first day. Strong recruiting practices set the stage by creating clear job descriptions, communicating realistic expectations, and highlighting how company values shape daily work. By hiring for culture, not just technical skills, organizations reduce misalignment that often leads to turnover.

Why is onboarding important?

Once the right candidate accepts an offer, onboarding becomes the next critical step in building retention. Proper onboarding introduces employees to the culture, resources, and tools they need to succeed. A well-designed onboarding process should:

• Clarify Expectations: Employees know what’s expected of them, both in their role and in how they contribute to team goals.
• Build Relationships: Early connections with managers, mentors, and peers help employees feel part of the team and reduce feelings of isolation.
• Provide Structure: A timeline of training, feedback, and milestones gives employees a clear path forward in their first weeks and months.
• Reduce Turnover Risk: Research shows that employees are far more likely to stay beyond the first year when onboarding is structured and supportive.

Organizations that treat onboarding as an investment rather than a formality see higher engagement, faster productivity, and stronger retention. It’s the bridge between recruitment and long-term success.

Accountability Creates Clarity

Employees are more likely to stay when expectations are clear and feedback is consistent. Accountability doesn’t just mean pointing out mistakes; it’s about giving people the tools and structure to succeed. Setting S.M.A.R.T. goals makes this possible. By ensuring objections are specific, measurable, achievable, relevant, and time-bound, expectations are transparent from the start. Ongoing check-ins, performance reviews, and short surveys can provide continuous feedback. These practices foster fairness and give employees confidence in how their performance is measured.

What role does a manager play in culture and connection?

Managers play a central role in shaping workplace culture. The way they model accountability and foster connections has a direct impact on employee retention. Effective managers:

1. Provide coaching in the moment.

Instead of waiting until an annual review, a manager might address a missed deadline the same week, offering guidance on prioritization or time management while the details are still fresh.

2. Model openness by sharing their own challenges and growth areas.

For example, a manager could explain how they struggled with delegating earlier in their career and what strategies helped them improve, creating space for employees to be honest about their own growth.

3. Lead regular team huddles or check-ins.

A manager might kick off the week with a 15-minute stand-up, connecting each person’s projects to the company’s broader goals, so employees see how their contributions matter.

Recruiting, onboarding, accountability, and leadership all work together to create a culture where people feel valued and supported. When employees understand expectations, receive timely feedback, and feel connected to their team, they’re more likely to grow and stay. Investing in these foundational areas not only improves retention but also strengthens your organization’s long-term success.

Partner with Lutz for a Stronger Workplace

Building a culture of connection, accountability, and support takes intentional effort, but you don’t have to do it alone. At Lutz, our Talent team partners with organizations to strengthen recruiting, onboarding, performance management, and retention strategies. Whether you need help refining processes or developing long-term talent solutions, we can provide guidance and tools to support your people and your business. Contact us or watch our webinar recording on this topic to learn more.

• Positivity, Strategic, Ideation, Woo, Activator

Stephanie Hand

Chief Human Resources Officer/Shareholder

Steph Hand, Chief Human Resources Officer and Shareholder, began her career in 1998. After nearly two decades of building Lutz's internal HR function, she established and now leads the firm's Outsourced HR and Consulting services. Her vision and leadership have been instrumental in shaping both Lutz's award-winning culture and its comprehensive HR offerings.

Leveraging her background in communication and leadership development, she helps small and mid-sized businesses in all industries build thriving workplaces. She provides customized HR strategies that align with business goals while fostering strong, people-centric cultures. Steph values creating practical solutions that help organizations develop and retain talent while driving sustainable growth.

At Lutz, Steph puts people first through her positive, action-oriented leadership style. Her ability to activate new ideas while maintaining focus on employee well-being has established Lutz as a leader in workplace culture. As the architect of the firm's HR practices, she continues to shape how businesses approach their most valuable asset - their people.

Steph lives in Omaha, NE, with her husband and kids. Outside the office, she can be found spending time with family and friends and traveling to Arizona.

402.496.8800

shand@lutz.us

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• Achiever, Futuristic, Focus, Responsibility, Consistency

Laurie Cradick

Talent Director

Laurie Cradick, Talent Director, began her career in 1997. With a background spanning sales leadership, product management, and business development, she has built a career on forging strong relationships rooted in trust and results. 

Specializing in talent acquisition and client partnerships, Laurie connects businesses across industries with high-quality candidates who align with both role requirements and company culture. She approaches every relationship with genuine care and attentiveness, taking time to understand each client’s unique needs. Laurie values helping organizations grow through thoughtful hiring decisions and takes pride in contributing to their success. 

 

At Lutz, Laurie brings a strong sense of responsibility to every client interaction. Her ability to think long-term allows her to see beyond the immediate placement—anticipating future needs and identifying talent who can grow with an organization. Her professionalism, warmth, and attention to detail make her a trusted advisor to clients and a steady presence on the Talent team. 

 

Laurie lives in Omaha, NE, with her three daughters, Kendall, Hayden, and Emmerson, who are her biggest accomplishment. Outside the office, she enjoys spending time with family and friends, trying new restaurants, running, and traveling. 

402.778.7974

lcradick@lutz.us

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