1. Deliver a Structured and Supportive Induction
Most ex-military personnel will be unfamiliar with civilian workplace culture, hierarchy, and terminology, especially if this is their first role since leaving the Armed Forces. Investing time in the first 100 days to demystify your organisation’s environment, language (including acronyms!), and expectations will help new employees integrate with confidence.
We recommend beginning the induction process before the official start date. An informal meeting to discuss the role, day-to-day responsibilities, and what to expect can go a long way. Remember, many service leavers will be undergoing a significant adjustment. Providing clear information and reassurance from the outset will make a lasting difference.
Use this opportunity to share your organisation’s history, mission, values, and strategic goals, and importantly, how the new employee’s role contributes to the bigger picture. If you have a veterans’ network or other ex-military staff, consider involving them early in the induction process. They may be ideal ambassadors for introductions and early mentorship.
2. Offer Clear Progression Paths and Training Opportunities
Progression, development, and continual learning are ingrained in military life. For ex-military employees, navigating a less structured civilian career path may feel overwhelming.
From day one, outline clear routes for career advancement, training, and personal development. Be transparent about promotion opportunities, performance expectations, and the support available to help them succeed.
Set specific performance objectives and provide regular feedback, especially within the first 100 days. Routine check-ins help ensure that new employees feel supported, informed, and motivated to grow.
3. Establish an Internal Military Network
An internal military network can be a powerful support mechanism. Whether it’s for veterans, reservists, or military spouses, this kind of community fosters connection, collaboration, and shared learning.
Many employers, such as HSBC, Alstom, and IBM, use their internal networks as the cornerstone of their Armed Forces initiatives. These forums are valuable for sharing best practices, case studies, and event opportunities, and for visibly demonstrating your commitment to the Armed Forces community.
Ensure that your network remains inclusive and welcoming, avoiding hierarchies or exclusivity.
4. Implement a Mentoring or Buddy Scheme
Mentorship is a proven way to support the transition of ex-military employees into the civilian workforce. Pairing a new starter with a mentor, ideally someone with military experience or a long-standing employee, can ease the adjustment and help develop career pathways.
While mentors don’t need a military background, they should have a solid understanding of the transferable skills and values veterans bring. A great mentor offers guidance, encouragement, and honest feedback, and can play a pivotal role in retention and engagement.
5. Seek Feedback and Continuously Improve
An onboarding process should never be static. Encourage feedback from new employees at multiple stages, after the first week, first month, and over the course of their first six months.
Use surveys, informal conversations, or mentoring check-ins to gather insights. Understanding the new hire’s perspective will help refine your onboarding strategy and ensure it continues to meet the needs of future ex-military employees.
Ready to Learn More?
If you’re looking to explore your social value through hiring veterans, please contact charlie@salutemyjob.com
