| Employee stress and anxiety |
New employees face uncertainty both at home and in the workplace and must navigate a dynamic and confusing new environment while also maintaining their own personal lives |
| Communication and role uncertainty |
Lack of knowledge about how they should communicate, who they should be communicating with, and uncertainty about what their role within a team and organization will be |
| Changing task, team, and organizational processes and goals |
The organization’s crisis response requires significant and fast change to adapt to circumstances that result in confusion about the goals employees are pursuing and what processes best achieve those goals |
| Stagnant or old onboarding information or guidance |
An organization’s onboarding is out-of-date, already unsuccessful, and lacks the key information and structure new hires will need |
| Physical and social barriers |
New employees and existing teams may need to work virtually or in socially distanced settings which make it difficult to quickly and efficiently communicate and build useful and supportive personal connections |
| Lack of tools and materials |
New hires may lack the tools they will need to use to complete their tasks (e.g. computers, access to company servers, shared documents, or contacts) |
