New Employees' Goal by October: 36.9% Aim to Be 'Trusted and Entrusted'
Artience Co., Ltd. conducted a text mining analysis of 1,293 new employees' free-form responses after training. The results show that 36.9% aim to be 'trusted and entrusted' by October, indicating that new employees prioritize gaining trust early. However, 25.3% also expressed anxiety about 'proactivity and challenge' even after training.
📋 Article Processing Timeline
- 📰 Published: May 8, 2026 at 20:40
- 🔍 Collected: May 8, 2026 at 12:01
- 🤖 AI Analyzed: May 8, 2026 at 13:05 (1h 3m after Collected)
Artience Co., Ltd. (Location: Shibuya-ku, Tokyo; Representative: Tomohiko Hazama), a provider of human resource development services, conducted a text mining analysis on 1,293 free-form responses from new employee training participants held from April 2 to 10, 2026.
The results showed that "being trusted and entrusted" ranked second at 36.9% as the desired state by October, indicating that this year's new employees set "being trusted" as an early goal. Furthermore, "proactivity and challenge" at 25.3% and "failure and anxiety" at 21.6% followed as concerns even after receiving training.
## Themes frequently appearing in desired states/actions by October
## Concerns even after new employee training
"Gen Z is fragile," "Many wait for instructions," "Don't know what they're thinking"—these voices regarding new employees are heard in many workplaces. However, what emerged from this analysis is not a negative attitude, but rather the image of new employees who, while wishing to "challenge themselves" and "be trusted quickly," also harbor anxieties about failure and a desire to meet the expectations of those around them.
Our company aims to promote mutual understanding between companies and new employees and contribute to early workforce integration and retention support by delivering these survey results to the field of new employee development.
## Background of the Survey
In recent years, in the field of new employee development, companies accepting new hires have increasingly voiced concerns such as "don't know how to interact with new employees," "difficult to grasp what they expect," and "struggling to draw out their proactivity."
New employees joining in 2026 are a generation that spent part of their student lives during the COVID-19 pandemic and are now entering society in an environment where generative AI is becoming commonplace. Their sense of building face-to-face relationships and workplace communication also differs from previous generations.
On the other hand, if workplaces perceive new employees with impressions like "fragile," "waiting for instructions," or "lacking motivation" without fully understanding their true feelings, mutual understanding will not progress, potentially leading to delayed onboarding and early turnover.
Therefore, our company analyzed the free-form responses from new employee training to visualize what new employees are anxious about and what they aim to become in six months, intending to provide hints for companies' development and acceptance.
## Survey Overview
* **Target:** Participants of new employee training conducted by Artience Co., Ltd. in April 2026
* **Number of responses:** 1,293 people
* **Survey period:** April 2-10, 2026
* **Survey method:** Text mining analysis of free-form responses conducted during new employee training
* **Analysis items:** Free-form responses regarding "concerns even after training" and "desired state in October"
* **Analysis method:** Theme classification and calculation of appearance ratios by keyword coding
* **Aggregation method:** In-training report
* **Number of target companies:** 21 companies
* **Industry/occupation composition:** New employees before official assignment
* **Remarks:** This survey classified and aggregated the content of free-form responses, and responses applicable to multiple themes were counted as duplicate entries for multiple themes.
## Key Survey Results
1. **Desired state in October: "Trusted and entrusted" at 36.9%**
In the free-form responses regarding "desired state in October," "being trusted and entrusted" ranked second at 36.9%.
This figure is almost identical to the first-place "communication and relationship building" (37.6%).
It suggests that new employees have a positive mindset, wanting to "be trusted by those around them" and "become someone who can be entrusted with tasks" six months after joining the company.
This indicates that new employees are conscious of wanting to be recognized as a member of the organization and contribute early through their work.
For example, the following voices were observed in the free-form responses:
* "I will become a trusted new employee who can thoroughly report, communicate, and consult, and adhere to business manners!" (Construction/Real Estate)
* "I want to be a trusted presence by those around me. To that end, I want to value daily greetings, reporting, communicating, and consulting, and act with consideration for others' perspectives." (IT)
* "I want to build trusting relationships, be supported by many people, and be able to support many people." (IT)
2. **Anxiety about "proactivity and challenge" at 25.3% at the time of April training**
In the free-form responses regarding anxieties, mentions of "proactivity and challenge" were most frequent at 25.3%.
At first glance, "proactivity and challenge" seems like a positive theme, but a closer look at the free-form content revealed many cases where it was discussed in contexts such as "anxious about being able to act on my own," "worried about being able to challenge without fear of failure," and "anxious about being able to act without causing trouble to others."
In other words, new employees are not "unwilling to challenge" but rather "want to challenge but are anxious about failure."
The results showed that "being trusted and entrusted" ranked second at 36.9% as the desired state by October, indicating that this year's new employees set "being trusted" as an early goal. Furthermore, "proactivity and challenge" at 25.3% and "failure and anxiety" at 21.6% followed as concerns even after receiving training.
## Themes frequently appearing in desired states/actions by October
## Concerns even after new employee training
"Gen Z is fragile," "Many wait for instructions," "Don't know what they're thinking"—these voices regarding new employees are heard in many workplaces. However, what emerged from this analysis is not a negative attitude, but rather the image of new employees who, while wishing to "challenge themselves" and "be trusted quickly," also harbor anxieties about failure and a desire to meet the expectations of those around them.
Our company aims to promote mutual understanding between companies and new employees and contribute to early workforce integration and retention support by delivering these survey results to the field of new employee development.
## Background of the Survey
In recent years, in the field of new employee development, companies accepting new hires have increasingly voiced concerns such as "don't know how to interact with new employees," "difficult to grasp what they expect," and "struggling to draw out their proactivity."
New employees joining in 2026 are a generation that spent part of their student lives during the COVID-19 pandemic and are now entering society in an environment where generative AI is becoming commonplace. Their sense of building face-to-face relationships and workplace communication also differs from previous generations.
On the other hand, if workplaces perceive new employees with impressions like "fragile," "waiting for instructions," or "lacking motivation" without fully understanding their true feelings, mutual understanding will not progress, potentially leading to delayed onboarding and early turnover.
Therefore, our company analyzed the free-form responses from new employee training to visualize what new employees are anxious about and what they aim to become in six months, intending to provide hints for companies' development and acceptance.
## Survey Overview
* **Target:** Participants of new employee training conducted by Artience Co., Ltd. in April 2026
* **Number of responses:** 1,293 people
* **Survey period:** April 2-10, 2026
* **Survey method:** Text mining analysis of free-form responses conducted during new employee training
* **Analysis items:** Free-form responses regarding "concerns even after training" and "desired state in October"
* **Analysis method:** Theme classification and calculation of appearance ratios by keyword coding
* **Aggregation method:** In-training report
* **Number of target companies:** 21 companies
* **Industry/occupation composition:** New employees before official assignment
* **Remarks:** This survey classified and aggregated the content of free-form responses, and responses applicable to multiple themes were counted as duplicate entries for multiple themes.
## Key Survey Results
1. **Desired state in October: "Trusted and entrusted" at 36.9%**
In the free-form responses regarding "desired state in October," "being trusted and entrusted" ranked second at 36.9%.
This figure is almost identical to the first-place "communication and relationship building" (37.6%).
It suggests that new employees have a positive mindset, wanting to "be trusted by those around them" and "become someone who can be entrusted with tasks" six months after joining the company.
This indicates that new employees are conscious of wanting to be recognized as a member of the organization and contribute early through their work.
For example, the following voices were observed in the free-form responses:
* "I will become a trusted new employee who can thoroughly report, communicate, and consult, and adhere to business manners!" (Construction/Real Estate)
* "I want to be a trusted presence by those around me. To that end, I want to value daily greetings, reporting, communicating, and consulting, and act with consideration for others' perspectives." (IT)
* "I want to build trusting relationships, be supported by many people, and be able to support many people." (IT)
2. **Anxiety about "proactivity and challenge" at 25.3% at the time of April training**
In the free-form responses regarding anxieties, mentions of "proactivity and challenge" were most frequent at 25.3%.
At first glance, "proactivity and challenge" seems like a positive theme, but a closer look at the free-form content revealed many cases where it was discussed in contexts such as "anxious about being able to act on my own," "worried about being able to challenge without fear of failure," and "anxious about being able to act without causing trouble to others."
In other words, new employees are not "unwilling to challenge" but rather "want to challenge but are anxious about failure."