I think part of the issue here is “a company” isn’t a particular human being or team that is specifically incentivized to “give a shit about the employees.”
What this looks like from my vantage point is: anyone who is a director (manager-of-managers) or up is assuming that the line managers (managers-of-non-managers) has it taken care of - their team, their plan, and they can speak up if they need guidance.
The line managers, OTOH, probably don’t individually onboard terribly frequently, even though as a cohort it’s probably constant. So the feedback loops / improvement cycles for a given team are all slow, and there’s no inherent incentive for those managers to try to boost the overall experience. Unless they’re the sort to go “hey, maybe my peers know better plans,” they will all individually toil at this and create an overall sucky picture.
Being perfectly honest, I was in that boat myself until this article appearing this morning prompted me to ask my fellow EMs what they’re doing, and whether we could find a way to improve it overall.
Even if we do though, it’s still going to suffer from tragedy of the commons a bit, unless we deputize some “onboarding improvement” project team to actually drive towards a clearly stated objective.
tl;dr - what feels like “this entire company doesn’t give a shit about me” could just be “my manager is doing what they think is the best possible, given limited resources, and having little-to-no support or awareness from the rest of the organization - and that little bit just isn't enough for me to feel understood and cared for."
What this looks like from my vantage point is: anyone who is a director (manager-of-managers) or up is assuming that the line managers (managers-of-non-managers) has it taken care of - their team, their plan, and they can speak up if they need guidance.
The line managers, OTOH, probably don’t individually onboard terribly frequently, even though as a cohort it’s probably constant. So the feedback loops / improvement cycles for a given team are all slow, and there’s no inherent incentive for those managers to try to boost the overall experience. Unless they’re the sort to go “hey, maybe my peers know better plans,” they will all individually toil at this and create an overall sucky picture.
Being perfectly honest, I was in that boat myself until this article appearing this morning prompted me to ask my fellow EMs what they’re doing, and whether we could find a way to improve it overall.
Even if we do though, it’s still going to suffer from tragedy of the commons a bit, unless we deputize some “onboarding improvement” project team to actually drive towards a clearly stated objective.
tl;dr - what feels like “this entire company doesn’t give a shit about me” could just be “my manager is doing what they think is the best possible, given limited resources, and having little-to-no support or awareness from the rest of the organization - and that little bit just isn't enough for me to feel understood and cared for."