Retention Starts Before Orientation

When organizations talk about retention, the conversation often begins after a Direct Support Professional’s first day. Orientation agendas are reviewed. Training methods are adjusted. Mentorship programs are introduced. All of that matters—but by the time a DSP walks into orientation, retention has already begun.

In reality, retention starts long before day one.

First Impressions Set the Tone

From the first job posting to the first phone call, DSPs are forming opinions about what it will be like to work for your organization. Slow responses, vague expectations, or disorganized communication send an early message: this is how things work here.

Clear, respectful, and timely communication signals that staff are valued before they are even hired.

Honesty Builds Staying Power

Overselling the role may help fill a vacancy, but it rarely helps retention. DSPs who leave early often say the job was not what they expected.

Being upfront about schedules, challenges, pay, and expectations allows candidates to make informed decisions. When people know what they are walking into—and still choose the job—they are more likely to stay.

The Interview Is a Two-Way Conversation

Interviews are often treated as a screening tool, but they are also a relationship-building opportunity. How candidates are welcomed, listened to, and respected during interviews influences how they perceive leadership.

When DSP candidates feel heard and encouraged to ask questions, they begin the job with a sense of trust rather than caution.

Connection Before the First Shift

Small actions before orientation can make a big difference:

• A welcome email that feels personal, not automated

• Clear instructions about what to expect on day one

• A point of contact for questions before starting

These steps reduce anxiety and reinforce that the organization is prepared and supportive.

Culture Is Communicated Early

Culture is not defined during orientation—it is observed from the start. DSPs notice how staff speak to one another, how leaders respond to questions, and whether follow-through happens as promised.

If values like respect, teamwork, and support are real, they show up early. If they are not, new hires notice that too.

Belonging Starts Before Belonging Is Named

Retention improves when DSPs feel they belong. That feeling often begins before orientation, when new hires are treated as people—not positions to fill.

When organizations invest in connection early, DSPs arrive on day one already feeling like they matter.

The Bottom Line

Orientation is important, but it is not the starting line for retention. The foundation is laid during recruitment, communication, and first impressions.

If organizations want DSPs to stay, they must start supporting them before they ever sit in an orientation room.