Cracking Retention in Vietnam 2026: Onboarding Matters

GeneralNovember 07, 2025 16:01

Cracking Retention in Vietnam 2026: Onboarding Matters

This article is written in English for readers in Vietnam. Vietnamese translations are available on our website. 

Why Retention Begins Before Day One

As Vietnam’s talent market tightens, the race to hire has been replaced by the race to retain.
Employers across the country are realising that the first 90 days of a new hire’s journey can make or break long-term loyalty.

According to AON’s 2025 Southeast Asia HR Trends Report, 34 percent of voluntary resignations in Vietnam occur within the first six months of joining.

The leading reasons?

  • Lack of structured onboarding

  • Mismatched job expectations

  • Poor communication between managers and HR

In contrast, companies that implement clear 30-60-90 day onboarding plans see retention rates improve by up to 50 percent and faster productivity gains among new hires.

The 30-60-90 Day Framework for Vietnamese SMEs

While global firms often have sophisticated induction programmes, Vietnamese SMEs can achieve similar success by adapting a simple and practical 30-60-90 day framework.

First 30 Days: Welcome, Align, and Connect

The first month should focus on orientation and belonging.

New hires need to feel included — not overwhelmed — by corporate culture and expectations.

Checklist for employers:

  • Provide a clear job scope and success metrics.

  • Introduce mentors or “buddy systems.”

  • Schedule weekly check-ins with direct managers.

  • Clarify workplace etiquette and communication norms (especially for bilingual teams).

💡 Tip: Vietnamese employees value team connection and transparency. Encourage managers to explain company goals and how individual roles contribute to shared success.

Day 31–60: Build Confidence and Skill

By the second month, employees should begin contributing meaningfully. This phase focuses on learning and empowerment — providing the resources, training, and feedback necessary to excel.

What works well in Vietnam:

  • Localised skills training (including English and digital tools).

  • Early exposure to real client projects.

  • Constructive, not punitive, performance reviews.

Reeracoen’s APAC Workforce Whitepaper 2025 found that 71 percent of Vietnamese professionals say mentorship or hands-on learning opportunities are a major reason they stay beyond the first year.

Day 61–90: Measure Progress and Reinforce Culture

The final stage of onboarding determines whether a new hire feels valued — or plans an early exit.

Managers should focus on recognition, performance alignment, and cultural reinforcement.

Key actions:

  • Review KPIs jointly with employees.

  • Offer recognition for early wins.

  • Introduce career development paths or internal projects.

According to Gallup’s 2025 State of the Global Workplace, employees who receive structured feedback during their first 90 days are 2.5 times more likely to stay for three years or more.

The Vietnamese Context: Retention Through Connection

Cultural alignment is just as critical as training.

In Vietnam, many workers place high value on:

  • Team harmony (đoàn kết)

  • Work-life stability

  • Visible career progression

SMEs that integrate collective celebration and mentoring culture during onboarding see far lower attrition rates. For example:

  • A Japanese manufacturing firm in Binh Duong implemented bilingual buddy systems and cut early attrition from 28% to 9%.

  • A local IT start-up in Da Nang created monthly “Learning Fridays” to showcase cross-team collaboration — reducing resignation intentions among new hires by 40%.

Why Onboarding Is an HR Strategy, Not an HR Task

Too often, onboarding is treated as a checklist rather than a strategic retention lever. An effective onboarding programme helps new hires achieve three outcomes within their first quarter:

  • Clarity: They understand expectations and performance indicators.

  • Connection: They feel socially integrated and respected.

  • Confidence: They believe their contributions matter.

These three “C’s” — when reinforced through supportive managers — can dramatically reduce turnover costs, which average 0.5 to 1.5 times an employee’s annual salary according to Mercer Vietnam 2025.

What Reeracoen Vietnam Observes

Across clients in manufacturing, technology, and services, Reeracoen Vietnam has noted that companies with structured onboarding report:

  • Shorter ramp-up time (average 25 days faster).

  • Higher employee satisfaction scores (up 18% year-on-year).

  • Improved employer branding due to stronger word-of-mouth referrals.

In a talent-scarce environment, onboarding is no longer a back-office process — it’s a competitive differentiator that influences how employees talk about your brand online and offline.

🔍 FAQ: Onboarding and Retention in Vietnam

Q1. How long should onboarding last?

At least 90 days — long enough to cover cultural adjustment, skill development, and performance feedback.

Q2. What’s the biggest mistake employers make?

Leaving new hires “alone” after orientation. Continuous communication and mentorship are key to retention.

Q3. How can SMEs onboard effectively without big budgets?

Focus on people, not paperwork. Even weekly check-ins, buddy assignments, and recognition boards can build engagement.

Q4. Should onboarding be different for Gen Z?

Yes. Younger employees expect interactive training, open feedback, and a sense of purpose in their work.

💼 For Employers: [Book a Consultation — Learn how Reeracoen Vietnam helps companies design onboarding frameworks that retain and engage top talent.] 

👩‍💼 For Jobseekers: [Submit Your CV — Discover companies that value mentorship, structured onboarding, and career growth with Reeracoen Vietnam.] 

✅ Final Author Credit

  • By Valerie Ong (Regional Marketing Manager, Reeracoen Vietnam) <VN – Change to Anna>

  • Published by Reeracoen Vietnam — a leading recruitment agency in APAC.

📚 References

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