Would associates want to work at your facility, and what kind of first impression does your workplace really make?

Competitive wages might bring candidates in, but the environment they walk into determines whether they stay. Associates notice more than you might think, from how they are greeted to how they are treated once they start. A positive culture keeps teams engaged, while a negative one quietly drives turnover and damages your reputation in the job market.

First Impressions Set the Tone

For associates, the first few hours on-site can shape their entire experience. A confusing check-in, being ignored at orientation, or waiting around with no clear direction sends a message that their time does not matter.

Even small oversights make a big impact:

• Supervisors who do not introduce themselves.
• Orientation videos played in silence with no explanation.
• Missing badges, gear, or sign-in instructions.
• Conflicting directions from different departments.

When associates feel lost or unwelcome on day one, it is hard to recover that trust.

What Turns People Away

It does not take long for associates to decide whether a job feels worth keeping. Many workers leave because of things clients may not view as serious issues. Common turn-offs include:

• Disrespectful treatment: being talked down to or ignored by leads or full-time staff.
• Unrealistic pace or pressure: expecting new temps to match veteran speed with no training.
• Inconsistent communication: schedules or departments changing without notice.
• Poor safety or cleanliness: broken equipment, slippery floors, or ignored hazards.
• Lack of structure: unclear expectations, uneven workloads, or missing supervision.
• Toxic culture: gossip, favoritism, or tension between temps and full-time employees.

These issues do not just frustrate new hires. They spread quickly through word of mouth and social media, making it harder to fill future positions.

The Client’s Role in Retention

Your staffing partner can find qualified candidates, but only your team can create an environment that makes them want to stay. Clients who retain the most associates often:

• Personally welcome new hires and show them where to go and who to ask for help.
• Train consistently instead of expecting new workers to figure it out on their own.
• Model respect by treating temporary associates the same as full-time employees.
• Communicate openly about goals, expectations, and performance feedback.
• Recognize effort with small gestures like a thank-you or acknowledgment during meetings.

Even small improvements in communication and leadership can make a major difference in attendance and morale.

Reputation Matters More Than Ever

Associates share experiences quickly. A single negative review or social post can shape perceptions for months. If a facility gains a reputation for poor treatment, unrealistic demands, or high turnover, it becomes harder for your agency to attract qualified candidates, no matter the pay rate.

The good news is that positive feedback spreads just as fast. Facilities that listen, adjust, and genuinely care about workers see higher referrals and stronger retention.

Something to Think About

Ask yourself: If you were a new associate walking into your facility for the first time, how would it feel?

Would you feel welcomed, respected, and supported, or confused, undervalued, and ready to leave? The answer often determines whether workers return tomorrow or start looking for something better.

Partnership in Action

At Xcel Staffing Solutions, we partner with clients to identify what helps associates feel engaged and what drives them away. From onboarding feedback to retention reviews, we help you strengthen the environment that keeps great people working for you. Contact us today to start the conversation.