Onboarding was deemed ‘insufficient’ by 63% hires

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With one out of every four employees seeking for a new job, many new hires lack direction or the knowledge of their key responsibilities, as well as help and support for the ‘impostor syndrome’.

According to a recent survey, organisations in the United Kingdom are at danger of losing new hires during their critical initial months. Companies have failed to adapt the onboarding process to hybrid and remote working, according to 63 percent of employees who started new employment within the previous year

Employees in their first year in their new position were polled on the quality of their onboarding procedure. It was discovered that roughly half of new workers were not provided personal job advancement objectives (49 percent ). Furthermore, slightly over one-third of employees (34%) were not informed of their primary tasks. These two factors are critical in motivating individuals to take on increased responsibilities.

Over two-fifths of employees (42%) experienced strong feelings of impostor syndrome during onboarding, for which they did not receive enough assistance, according to the statistics. Over the previous two years, there has been a 58 percent spike in searches for impostor syndrome symptoms, according to Google Trends data. This psychological state can lead to emotions of worry, guilt, and even depression if not addressed at work.

Wildgoose, a virtual events and in-person team building organisation, conducted the ‘UK Employee Support and Retention Survey.’ It polled employees from 133 UK businesses on their onboarding experiences, what current or prior employers should do to improve employee retention, and how workplace stress has influenced retention in the preceding year.

Onboarding issues were most widespread in SMEs, with 77 percent of new employees believing the procedure was inadequate. Whilst more than half of new workers at enterprise-level organisations (1,000+ employees) had dropped to 53%

What do UK workers desire from their employers in terms of staff retention?


According to the Wildgoose report, 9 out of 10 UK employees believe their firm does not do enough to keep its best staff. One-third of people believe their career has plateaued and that there are no possibilities for advancement at their present employer. Furthermore, more than a quarter of employees are looking for work right now.

Employees selected three major areas for organisations to focus on when asked what they might do to boost employee retention:

  • Increased compensation – according to 60% of respondents, would have persuaded them to stay.
  • A better work/life balance – would have made 53 percent of people happy.
  • More possibilities for job advancement – were desired by 49% of respondents.


Jonny Edser, managing director of Wildgoose, commented on the findings:


“It’s been increasingly evident in recent months that businesses need to start doing more to improve employee retention. There has never been a better opportunity to raise the bar than now, when many of us return to our regular employment and in-person onboarding processes can resume.

“Guidance, training, direction, and values should be the focus of an employee’s initial few months at work.” New workers should be supported in a variety of areas, not just work-related ones. Casual catch-ups and wellness check-ins may go a long way toward making new employees feel welcomed and involved in their work.

HR Department executive director Tracey Hudson says:


“Line managers should hold regular 1:1 sessions with employees to improve retention – monthly or quarterly is good.” To establish which components of their job they appreciate and what advantages are significant to them, ask them about what they love doing. Line managers should utilise this knowledge to assist workers get to where they want to be in terms of their career ambitions, and directors should use this input to build future benefit policies. Employees will be more dedicated if they see a route for themselves.”

Find out how HealthBoxHR can help your business ensure that your onboarding process is streamlined and clear not only to your managers but also to new recruits with our Recruitment and Performance features. 

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