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Why New Hires Struggle with Ho-Ren-So—and How Training Can Prepare Them

As the new year begins and the end of the fiscal year approaches, many organizations are starting to prepare for welcoming new graduates in the coming year.

However, even when HR teams carefully plan and prepare for onboarding, it is not uncommon to hear comments from the departments that receive new hires, such as:“Their reports are late,” or “They don’t consult with us when they should.”

New employees often struggle with what is commonly known in Japan as “Ho-Ren-So”—the basic workplace practice of reporting, sharing updates, and consulting with senior colleagues.

Why do new hires often struggle with Ho-Ren-So?

Many of them feel uncertain about how much they are expected to report, and some hesitate to speak up because they are afraid of appearing inexperienced or unsure. For Ho-Ren-So to take root, the workplace needs psychological safety—an environment where people feel comfortable asking questions, seeking advice, and sharing concerns without fear of negative judgment.

In traditional on-the-job training (OJT), the quality of guidance often depends heavily on the experience of individual supervisors. As a result, the level of tolerance for mistakes can vary widely from one person to another.

This challenge becomes even more pronounced in busy workplaces, where there is little room for trial and error. In such environments, new hires may feel hesitant to ask questions or seek advice, making it difficult to foster open communication.

What new hires truly need is not to be given the right answers, but to gain firsthand experience in making decisions and practicing Ho-Ren-So on their own.

Through a cycle of small decisions, small mistakes, and reflection, they gradually develop confidence and judgment. This process embodies the Fail Fast mindset we previously discussed in an earlier column.

In PM Global’s Immersive Reality Training™, participants engage in realistic workplace scenarios through simulated experiences. Each program provides a clear storyline and defined roles, allowing participants to make their own decisions and take action, with the outcomes reflected in how the story unfolds.

This structure enables learners to rapidly repeat the cycle of small decisions, small mistakes, and reflection within a short period of time. Moreover, the training offers a psychologically safe environment where mistakes do not affect performance evaluations. By experiencing situations without fear of failure, participants can internalize effective Ho-Ren-So practices through hands-on learning.

Attitudes toward Ho-Ren-So are often shaped by early success experiences.

New hire training is not only a place to transfer knowledge, but also a place to establish patterns of behavior. That is why it is so important to provide a safe environment in training where new employees can experience effective Ho-Ren-So from the very beginning.

If you're interested in learning more about how this program works or how it could support your team’s growth, click here to contact us.