A receptive, communicative human resource department is essential not just for onboarding new employees but also assisting with career growth, promoting inclusion and fielding employee concern over issues ranging from bias to inadequate pay. A new report, however, has cautioned that numerous corporate human resource departments across the U.S. are failing the very workforce they’re supposed to be supporting.
In a study titled the “National Employee Journey Survey,” corporate communication company Evive surveyed 500 full-time employees working across a number of different industries, asking them about their interactions with their current human resources departments.
In a press release after the study’s publication, Evive revealed the biggest finding from the report: half of all the men and women surveyed said that once they were settled into their new job and onboarding was complete, “HR never checked in on them after their orientation period to make sure things were going well.”
“Even more surprisingly, only 45% reported that their company surveyed their satisfaction with their onboarding or orientation experience,” according to Evive. “Four out of 10 employees (44%) felt their onboarding or orientation lacked personalization, while 25% said they didn’t feel their company offered a structured onboarding or orientation experience.”
While research has shown that highly engaged employees perform their roles better than employees who are less engaged, the study also reported that 55% of employees were given a formal performance review one time (or less) in the previous work year — promoting an even further lack of engagement.
Evive also reported that based on their research, “a clear majority of employees also felt their manager never shared materials related to their career growth as written in their performance reviews.” Nearly a third of employees said they were never offered relevant webinars or conference opportunities from their manager, nor were they offerred relevant courses or videos that could help to further their career growth and development.
Morale is such a problem for many of the individuals in the study that “only about half of employees surveyed (48%) felt they would advocate for their company after leaving.”
D.I. Fast Facts
4 out of 10
Number of employees in the Evive study who were neutral or disagreed with the idea that their manager was committed to their career growth.
Number of employees surveyed who felt something as simple and basic as a reminder from their company to get an annual health screening could help them feel more engaged with their company.