pandemic-related challenge, while a Gallup survey conducted before COVID-19 found only 12 percent of employees thought their employer onboarded people well. To get a better understanding of what employees think about the effectiveness of pandemic-era onboarding, Eagle Hill Consulting and Ipsos surveyed more than 700 U.S. employees across several industries who started a new job either with a new or current employer in the last 18 months. Nearly half received their onboarding through either virtual (31 percent) or hybrid (18 percent) approaches. “Not only do 58 percent of new employees say that starting a job during the crisis was harder than before, their views signal that employers are not evolving onboarding two years into the pandemic,” said Eagle Hill analysts. New hires, for example, said the onboarding they received did not adequately cover many of the basics, from organizational culture to technology, benefits and policies. Coming out of their onboarding experience, a plurality of new hires reported that they didn’t have a clear idea of the individuals with which they should build a relationship (71 percent); didn’t have a clear idea of the organization’s culture (62 percent); didn’t have a clear idea of the organization’s core values (53 percent); and didn’t have a clear idea of the organization’s goals (47 percent). “If virtual and hybrid work models continue – and the consensus is that they will – companies will need to rethink onboarding to meet employees where they are,” said Eagle Hill executives. “To give new hires what they need to be successful, and to get the outcomes they want, employers should pivot to more human-centered and team-oriented onboarding,” they continued. When Eagle Hill asked what new employees would like more of in the first month on the job, for instance, 83 percent said they are interested in learning more about how performance is measured. Likewise, 74 percent of new hires want to know how to be successful in the corporate culture. “These responses suggest that even from their first weeks on the job, employees are assessing longer-term viability of their role in terms of career growth and cultural fit,” Eagle Hill executives surmised. This, of course, puts the onus on employers to deliver on these expectations. “While performance management is more difficult in a hybrid or virtual work environment, there still must be clarity early on about expectations, career pathing and what success looks like,” said the Eagle Hill report. “This is key to keeping employees from leaving in the first six months for opportunities that offer more career growth.” New Hires Lack Clarity After Onboarding Don’t have a clear idea of the individuals they should build relationships with 71% Don’t have a clear idea of the organization’s culture 62% Don’t have a clear idea of the organization’s core values 53% Don’t have a clear idea of the organization’s goals 47% Don’t have a clear idea of how to use technology to do their job 54% Don’t have a clear idea of how to be productive in their job 53% Don’t have a clear idea of benefits related to their job 45% Source: Eagle Hill Consulting; Ispos Source: Resume Builder American workers’ employment plans for 2022 Mental Health Rating, by Office Environment Source: Joblist survey 9% 9% 23% 59% Plan to continue working for current employer Plan to seek a new job with a dierent employer Already have a new job that starts in 2022 Plan to retire 56.3% 30.4% 13.4% 82.0% 16.6% 1.4% 61.9% 31.4% 6.7% Good Work mainly indoors Work mainly outdoors Hybrid work locale Fair Poor Mental Health Rating, by Work Setting RESOURCES 30 REMOTE WORK SOLUTIONS rwsmagazine.com
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