This article reports on Insight Global's 2025 Employee Sentiment Report, which examines employee engagement and early attrition trends among US workers. The central argument is that low engagement — with only 35% of employees feeling connected or essential in their roles — is being driven by inadequate onboarding, weak training, and unclear workplace culture. Key findings drawn from a survey of over 900 employees across technology, finance, engineering, and consulting sectors indicate that 22% of employees leave within the first 90 days, frequently citing poor training; that four in five workers report they would remain longer with improved onboarding; and that employees take 6–7 months on average to feel fully settled. A strong workplace culture is associated with an eightfold increase in the likelihood of feeling engaged. Insight Global leaders draw conclusions emphasising role-specific onboarding, intentional culture-building, and connecting individual work to organisational purpose as levers for retention. The article is framed as actionable intelligence for employers seeking to strengthen workforce resilience. Key insights: Only 35% of US workers surveyed report feeling engaged or essential in their roles, indicating a widespread engagement deficit across the technology, finance, engineering, and consulting sectors. 22% of employees exit within the first 90 days of employment, with poor training cited as a primary driver — suggesting onboarding quality has direct and measurable turnover consequences. A strong workplace culture is associated with employees being eight times more likely to feel engaged, positioning culture as a structural variable in retention and performance outcomes. Practical takeaways: Organisations experiencing high early attrition may find value in examining the structure and content of onboarding programs, particularly whether they are role-specific and connected to organisational purpose. The 6–7 month settling period reported by employees points to onboarding as an extended process rather than a discrete event, with implications for how engagement is measured and supported in the first year.