How We Helped a Mid-Size Pharma Company Reduce New Hire Attrition from 28% to 8%
Employee turnover during the initial months is one of the biggest challenges facing HR leaders today—particularly in the pharmaceutical manufacturing sector, where compliance, safety, and precision are paramount. Our client, a mid-size pharmaceutical manufacturing company, was struggling with exactly this
The Challenge: Despite making strong hires, the company was facing an alarming 28% attrition rate within the first 9 months of onboarding. This level of “infant attrition” was not only affecting team morale but also disrupting shop floor operations and leading to increased rehiring and training costs.
Our Solution: Redesigning the Onboarding Experience: We stepped in with a clear mission: to make the new hire journey more engaging, meaningful, and aligned with the unique demands of a pharma manufacturing environment. We designed a structured onboarding framework spanning from -10 days (pre-joining) to 90 days post joining, tailored specifically for shop floor and R&D teams.
Key Initiatives Implemented:
- Pre-Joining Connects: We introduced structured engagement touchpoints starting 10 days before the employee’s first day. This helped establish early rapport and reduced first-day anxiety.
- Phased Follow-Ups: Built a framework for check-ins at 15, 30, 45, and 90 days, with actionable feedback loops to resolve early challenges quickly.
- Leadership Alignment: Conducted focused sessions with the leadership team to sensitize them to the real impact of early attrition and align them on the value of a strong onboarding experience.
- Buddy System in GMP Areas: Assigned experienced employees as buddies for each new hire, especially in GMP-compliant zones. A structured six-month shadowing plan was put in place to ensure compliance and comfort.
- “Welcome to Impact” Sessions: Created space for senior scientists and plant heads to engage with new joiners, sharing stories of pharmaceutical breakthroughs and the impact their roles have on drug safety and patient outcomes.
The Results: A Transformed New Hire Experience
Our redesigned onboarding journey didn’t just create a better experience—it delivered measurable business outcomes:
- ✅ Early attrition dropped from 28% to just 8% in 9 months
- ✅ Time to productivity reduced by 40%
- ✅ 94% onboarding satisfaction rate among new hires
“From Day 1, our new employees knew how their roles contributed to drug safety and patient outcomes.” — Head of HR, Client Company
Conclusion:
This case is a perfect example of how HR can be a strategic enabler of business success in pharma. By understanding the unique operational and cultural needs of the industry, we created a system that not only retains talent but also inspires them from the very beginning.
Are you facing similar onboarding or retention challenges in your pharma business? Let’s talk about how we can design people-first solutions that deliver results.
