The first year of an employee's tenure at a company or institution is a pivotal time for them to determine whether that company or institution is a place where they want to continue working. This study presents a business case for a year-long orientation program that is rooted in Drago-Severson's (2008) four pillars of adult learning. The intended outcomes of the year-long orientation program are: lower attrition levels, higher engagement and satisfaction in the workplace, and reduced employee turnover costs. This year-long orientation program is broken into six time-sections: Day One, Day 30, Day 90, six-months, nine-months, and one year. This study provided an overview of adult learning theories, identifies literature that expounds upon Drago-Severson's (2008) work, and, through a qualitative analysis, draws upon the feedback and experiences of three senior leaders within privately held companies regarding the proposed orientation framework. The results of the study indicated that the proposed framework would benefit new employees during their first year. Areas of improvement were identified through a qualitative assessment of the respondents' feedback, including adjusting the tasks to be more appropriately timed during an employee's first year. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://bibliotheek.ehb.be:2222/en-US/products/dissertations/individuals.shtml.]