Transforming Employee Onboarding: A Case Study on First Onsite

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People Problem

With no real onboarding process in place, over half of First Onsite’s new hires were quitting within six months. That left managers at the commercial property restoration company scrambling to keep up with work and client needs.

Our Approach

Our method at Mercury Performance Group is to always put people first. So when exit surveys revealed that new hires felt disconnected from the company and unsure about their roles, we knew exactly what they were searching for: a smoother start. First Onsite needed more than an orientation glow up — it needed a program built from the ground up.

Our Fix

We rolled out “First Onboarding” — a suite of tools, made available in three languages, aimed at making all employees feel welcomed, engaged and ready to stay, no matter where they’re located. This included:

  • Quality videos for new hire orientation and day-to-day familiarization
  • Onboarding planners
  • Virtual instructor-led courses and interactive e-learning modules
  • “First Onsite Champions” mentorship program to pair new hires with veteran employees
  • Job coaching for role-specific training and ongoing support

The Result

Commitment to your employees pays off. First Onsite’s comprehensive onboarding experience is surely something to be proud of, because it did more than tackle turnover issues; it paved the way for career growth and produced a more engaged, loyal workforce.

Our organization is always growing. We’re always bringing on new acquisitions and opening new branches, which is amazing. But with that often comes inconsistency. Mercury has helped us streamline and ensure a comprehensive program for all new hires. We’ve seen a huge difference in engagement and motivation with our new hires, and our managers are relieved that the pressure to onboard isn’t falling on their shoulders.

Leah Pearson
Director of Global Talent Management at First Onsite

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