It happens that newcomers can not stand it for a long time and leave, despite their desire to work in this company. This may be because they see how they fail to fit into the work process and feel unable to penetrate into the work. Often a good specialist closes in on himself after a few days and does not show his abilities.
What's the matter? Yes, in a mere trifle, in the banal unwillingness of more experienced employees to help a newcomer in new conditions for him, to prompt him in time. There are many reasons for this, mainly these are the most experienced colleagues. But now - not about them, but about the company's management.
In order to select a suitable employee, the company spent certain funds. You will have to spend so much more to hire another applicant if the recently hired employee leaves soon, not finding understanding in the team.
The longer an inexperienced employee stays at the workplace, the more time the quality of tasks performed by this weak link will be lower than desired. Since errors are possible, and the pace of execution may be slow at first. And, which is not at all a trifle, the reputation of such a company may decline in society, because often retired specialists speak unflatteringly about their former organization.
Therefore, faster adaptation of a new employee is quite important. To do this, management must prudently work out low-cost, but effective steps. For starters, provide workplace necessary equipment. Further, if possible, attach a “mentor” to the new person, that is, a more experienced colleague who is able to answer all the questions that concern the newcomer and teach him the necessary skills. Also, it makes sense to introduce the newcomer to specialists and heads of other departments with whom direct interaction is expected in the process of work.
It is useful for the beginner himself to adhere to the following recommendations of specialists and psychologists:
- in advance try to learn more about the organization in which you are going to work;
- be sure to ask the rules organizational culture given institution and adhere to them;
- do not be afraid to ask questions of more experienced colleagues until you know something;
- respect someone else's "territory": if you start by distributing advice to old-timers of the company, this may cause irritation on their part;
- refrain from criticism and avoid conflicts;
- be patient with temporary inconveniences;
- Control your habits and be kind.
And most importantly, do your job as well as possible.
Then you will quickly become yours.
To adapt at work means to behave adequately, in accordance with the norms of the organization, to find your own place, to win the respect of colleagues. This includes networking, getting used to the working and cultural sphere of the company.
Adaptation at work
Adapting to a new place of work is about diligently getting down to business and doing it, meeting the requirements, contributing to the development of the company and achieving its goals.
The first months are important in forming the basis for your own achievements in a new place. But the start of work is also a period of challenges. You will have to get acquainted with colleagues, gain new knowledge, master new goals. As you progress and gain opportunities, your skills will grow.
On the new job you need to strike a balance between the need for new skills and your own confidence. Too self-confident people look arrogant. It worsens relationships with colleagues. And too modest personalities are questionable. Find a balance: show faith in yourself and a willingness to learn.
Organize the right approach to work
An adequate approach to work, entry into a new role is very important. First of all, understand the features and nuances of the position, understand what is expected of you:
make sure you understand the new responsibilities;
learn everything about the device, system and operation procedure;
take full advantage of your induction program;
Don't be afraid to ask about things you don't understand.
A new role gives you a chance to change, to improve yourself. Study the situation, take your time. But try to immediately see your future role, the purpose and objectives of the company. Set your priorities right, consult with the right people.
The next step is to establish business contacts
To achieve success in a new place, it is necessary to establish business and personal contacts in the company. Striking a balance between normal relationships and taking on extra tasks. Employment should not be a reason for indifference to the interests of colleagues. Focus more on interacting with your team and manager, but don't discount connections at another level. Remember: any relationship will require patience. Participate in organized events.
In addition, it is important to highlight key people. These are the ones who need to be influenced to decide own tasks and benefit for the company and for yourself. One-on-one meetings with similar personalities will be useful. You will better understand their priorities.
Studying the features of the organization
It will take time to study the features of the work and structures of the organization. Each company has its own nuances. If you work in the usual manner, then there is a risk of not fitting into the team. Pay attention to the internal structure. Be flexible, adapt to new working conditions. So you will achieve recognition in the team.
Every company has informal structures. They function independently of the official ones. Follow them. Contacts and connections will give a chance to understand when it is more correct to use informal and official channels.
Relationship building is important, but that's not what you were hired for. You offered your knowledge and skills. Show that the choice was not made in vain. Do the right thing, contribute to the work, find new ways to solve problems.
An important point is the manifestation of abilities
But do not immediately try to convince the new boss that you were hired for a reason. Find an easy task or improvement to showcase your abilities in the first weeks. This will give colleagues the opportunity to verify your skills, and you - to get a new portion of confidence in your abilities. In addition, there will be more time to resolve more serious issues.
Coming to a new place is always stressful. Adapting to conditions and people is tiring. Before you fully enter your new role, remember to exercise to improve your health. Hard work and making an impression is important, but . Operate as usual where you are not required to perform feats.
February 4, 2014, 11:29 amAfter the applicant for the position has passed the ordeal of interviews, tests, business games, he finally finds himself on the staff of the organization. There comes a difficult period of adaptation in the new team, which must confirm or refute the correctness of personnel selection. Since the firm has spent money and time looking for an employee and has already made a choice, it is in the interest of the employee not to quit within the next three months. Statistics show that the largest number of hired employees leave at this time. The main reasons are the discrepancy between expectations and reality, as well as the complexity of the adaptation process.
The employee needs an adequate assessment of work in the form of salary and bonuses; social security (paid holidays, sick leave, and so on); guarantees of growth and development; an agreed area of work with certain rights and obligations; comfortable working conditions; creative interaction with other employees. The hierarchy of expectations depends on the individual characteristics of the individual, the specific situation.
In turn, the firm expects from the newly accepted qualified work, the manifestation of personal and business qualities that correspond to the goals of the organization; effective interaction with the team to solve production tasks; exact execution of instructions of the manual; compliance labor discipline and internal regulations; taking responsibility for their actions.
There are four types of adaptation:
- Negation. The employee expresses active disagreement with the values of the company, his expectations are in irreconcilable contradiction with reality. He usually leaves within the first few months.
- conformism. Full acceptance of the values and norms of the organization, willingness to obey the rules of the game. Such employees make up the bulk of the team.
- Mimicry. Compliance with secondary norms while rejecting the main ones is typical for a potential risk group, whose members are ready to leave the company at any time.
- adaptive individualism. It is characterized by agreement with the basic norms and values of the organization while rejecting secondary ones. The employee retains a certain individuality, but in his own way works well in a team.
The task of personnel officers is to integrate a newcomer according to the second or fourth type, to identify employees who hide their rejection of the basic norms of the organization while demonstrating external loyalty. The first option arises as a result of an error in the personnel department at the selection stage and should be corrected as soon as possible.
Adaptation starts with general orientation, including informing about the organization as a whole and the structural unit where the newcomer will have to work. As a result, the employee gets acquainted with the history of the company, the nature of activities, the management structure, learns the names of managers, internal regulations. General orientation can be carried out personnel service with the participation of the direct head of the unit, using both traditional conversations and demonstrations, as well as special videos, brochures and computer capabilities.
There are four aspects of the employee's adaptation process: professional, psycho-physiological, socio-psychological, organizational.
Professional adaptation It consists in mastering professional skills, understanding the specifics of work. Each newcomer goes through an apprenticeship stage, the form of which depends on the nature of the organization and previous work experience. practiced in manufacturing plants mentoring when an experienced worker transfers knowledge and skills to a young worker in the process business communication at work. Very common briefing- Visual demonstration of techniques and skills of work. Often, assistant managers learn from a senior friend the technique of sales, the manner of communicating with a client; assistant accountants study the mechanisms of financial transactions, constantly consulting with a colleague. Of course, if the newcomer already has experience in a particular job, then mentoring and coaching takes the form of an exchange of professional knowledge in order to develop the skills most suitable for achieving the goals of the organization.
In modern large corporations, they use such a form of on-the-job training as rotation. It consists in the short-term work of a new employee in different positions in different departments. This allows you to relatively quickly study the work of the team as a whole and acquire a multilateral qualification.
Psychophysiological adaptation- adaptation of the employee to the conditions of work and rest. This form of adaptation is most important for manufacturing enterprises and organizations where complex technology is used and there is a risk of obtaining industrial injuries. Working conditions in offices and trading companies are usually standard, but a beginner needs some time to adjust to the rhythm of work, the intensity of psychophysical stress. Everyone tries to arrange the workplace in their own way. Required Tools, papers are laid out so that it is convenient to work with them, posters and calendars are attached to the walls, toilet items and dishes are put into lockers. Psychophysiological adaptation takes place quickly and painlessly and is determined mainly by the state of health and proper organization regime of work and rest in accordance with accepted sanitary and hygienic standards.
Socio-psychological adaptation involves establishing interpersonal and business relations with colleagues, the development of values and group norms of behavior. The newcomer gets acquainted with the balance of power in the unit, finds out the significance of this or that employee, is included in the composition of formal and informal groups. Social and psychological adaptation can be difficult and long-term. The team meets the newcomer with caution, examines "under the microscope" his every step. Therefore, you need to be patient (the arrival of a new employee can occupy everyone's attention for no more than a few weeks), be sociable, friendly, and demonstrate a willingness to listen to advice.
Psychologists note that a person adapting to a new team consciously and unconsciously uses some techniques with which he analyzes the group. The first reception is an assessment of an employee in terms of appearance, demeanor, style of clothing. Of course, all of the above carries information about a person, but it does not allow us to draw a conclusion about personal and business qualities. The second approach is social stratification. With its help, the team is divided into hierarchical groups according to the level of material well-being, social status, formal and informal leaders, outcasts, social activists, jokers, first beauties, smart people are determined. Based social stratification, new employee builds its behavior in relation to different members of the team. Mistakes in stratification lead to conflicts, awkward situations and ultimately complicate adaptation in the team.
Third take - group identification. It consists in referring oneself to one of the groups. At the same time, a person perceives the rules of behavior, rights and obligations, the status of the group. The worker feels community and security, which gives him confidence, saves him from confronting the majority. The fourth technique is closely related to the third, it is called intergroup discrimination. The latter presupposes the exaltation of one's own group and a critically condescending attitude towards others. Managers, programmers, accountants, drivers, security guards and loaders consider their groups to be the most necessary, responsible, independent, and therefore they are acutely aware of the criticism of their superiors against one of their colleagues. Regular criticism, infringement of rights, low earnings can cause serious damage to the self-esteem of the group, which will negatively affect its motivation to work. However, intergroup discrimination generates a desire for superiority, creates competition and is an incentive to increase labor productivity.
Organizational adaptation involves familiarization with the structure of the organization, the definition of its own role in it. AT recent times they began to talk not only about the adaptation of the worker, but also about the adaptation of work to the person. Here we can mention the creation of an appropriate workplace, the correction of the schedule for the individual characteristics of the individual, the individualization of the system of rewards and punishments. So, more and more companies practice fines for being late and smoking, provide employees with flexible work schedules, and reward them based on a rating system.
Special mention should be made of the adaptation of new leaders. All of the above can be attributed to them, but the specifics of leadership positions impose their own characteristics. If a new boss significantly exceeds those managed in terms of the level of thinking, there is a problem of misunderstanding of the ideas and plans of the new leader. If he turns out to be incompetent, the team begins to claim part of the authority. Adaptation becomes more difficult if his predecessor continues to work in the same company, then constant comparisons begin, a party of keepers of the tradition is formed.
In many enterprises, managers are not invited from outside, but are appointed from among their employees. The advantages of internal recruitment are obvious: the professional and personal qualities of a person are known, he is familiar with the company's strategy and will not arrange a “revolution”. But there is a problem of getting used to a new high position: you have to rebuild the stereotype of behavior in accordance with the performance of other tasks. It is difficult to manage yesterday's equal colleagues who are offended by the appearance of bossy intonations and an orderly form of communication.
In order to mitigate adaptation problems, modern companies develop and apply methods aimed at the fastest and most effective inclusion of a new employee in the business life of the company. Are being created structural units responsible for adaptation processes, this function is usually performed by staff training units. Experienced workers get paid extra for helping newbies learn the secrets professional excellence. Seminars and trainings are held, aimed at removing psychological and organizational barriers that prevent full participation in the work of the team. Beginners receive informal assignments that involve them in interpersonal contact.
Human resources departments are given the task to find out and analyze the reasons for layoffs, because it is possible that the adaptation of a new employee will be hampered by some real problems of this team. Through the personnel assessment system, personnel officers control the course of adaptation processes.
Increased attention to the adaptation of personnel is explained by the desire of companies to increase competitiveness by creating teams of like-minded people, united by the values of the organization and corporate ethics. Neglecting the adaptation of new employees automatically leads to staff turnover and waste of funds.
Natalya Karkulenko,
senior lecturer of the department
philosophy of the Financial Academy under the Government of the Russian Federation
Article from the magazine "Job & Salary"
Discussion
The article is useful, but written very dryly and scientifically, in this form it is more suitable for a special journal on sociology. Due to my specialty, I do not stumble on terms like "stratification", "identification", "discrimination", etc., but I'm not sure that they contribute to the fascination of the article.
08/07/2003 22:44:11, JuliaComment on the article "Adaptation to a new job"
But appearance hair has changed. The hair has become thinner, there is a noticeable thinning at the temples and near the forehead. New hair grows, but thin. Work at the age of 18 Eniki-beniki. Reminds me of Japan. Pioneer.
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Husband moved to a new job, now he is there on probationary period, and in general the load has increased - new area, new people Yes, this is just a universal recipe, suitable not only for the period of adaptation to a new job. Jora, you continue to amaze me.
We have already gone to the new one, looked at the group, met the teacher, looked at the children. Let's go there from Monday. So, apart from additional affection and understanding on your part, there is nothing more to advise during the adaptation period.
Don't rush to get scared. In fact, quickly adapting to a new job is not so difficult. So what should be done and what should not be done in order to facilitate this process as much as possible? We will talk about this.
It is very important to prepare the "ground" for successful adaptation to a new job at the stage of the final interview. Think about questions about your new position in advance. In addition to other important points, it is worth finding out:
- What is the corporate style of the company.
- What are your priorities.
- Why did this job appear? And if the reason is the dismissal of an employee, try to find out why this happened.
- Who can be contacted with questions.
The answers to these questions will help you avoid mistakes in the process of adaptation and effectively build a line of behavior in the new office.
NEW WEDNESDAY. LIVING METHODS
At first, a beginner is concerned about two things: how to cope with new responsibilities and how to join the team.
Relatively official duties In a new place, you should be active, namely:
- Ask questions. It is always better to ask again than to redo work with errors.
- Set goals and make a to-do list. Discuss them with your boss, perhaps his advice will be useful to you.
- Show energy at work. If you encounter difficulties along the way, ask more experienced colleagues for guidance.
Now about the team. At first, it makes sense to show restraint in communicating with new colleagues, so as not to inadvertently harm yourself. Primarily:
- Get to know the staff. Memorize or write down the names. Do not forget to smile, be attentive and friendly.
- Study your co-workers and try to determine their status in the team. You should not try to establish contact only with the leaders - after all, there is a chance that one of the followers will break through to the top. Communicating only with those who are in the shadows can interfere with the growth of your career.
- Review your habits and traditions associated with past work. This will help to avoid conflicts in the new place.
- Pay attention to the dress code. If it's customary to show up to work in a business suit, put off your favorite jeans until the weekend. Respect the unspoken rules of the new team.
Sometimes the desire to quickly feel like the notorious "fish in the water" is so great that it pushes some newcomers to rash actions. What behavior should be avoided?
SEVEN MISTAKE BEGINNERS
Consider typical mistakes building relationships with new colleagues.
- Complain about conditions. Such behavior can irritate colleagues accustomed to this atmosphere.
- To praise the former place of work. This can be perceived as dissatisfaction with the new.
- Turning the soul "inside out" in front of colleagues. First, there is no need for outsiders to know any personal details about you; secondly, remember - sometimes people are dishonorable.
- Participate in discussions about the personal lives of colleagues. The reputation of a gossip is able to put a fat cross on a career.
- Pick on yourself. The desire to appear in the best light can lead to the fact that you make excessive demands on yourself. Such an approach threatens with nervous exhaustion. It's worth it?
- Attach to one person. The wider the circle of your communication, the faster and easier you will join the team.
- Demonstrate superiority too openly. Know-it-alls are usually avoided. Let your talents and accomplishments become public knowledge through success at work, not boasting.
Remember that adaptation to a new workplace lasts about three weeks on average. Even if you're having a hard time getting addicted, try not to jump to conclusions during this time. There is a chance that soon you will be glad that you did not succumb to the impulse to leave. Or you will finally realize that you have wasted your time.