Employee adaptation as a business process

For most people, adaptation is not an easy process. And it doesn’t matter where. Any acquaintance with a new team, with a new environment and rules for many people is associated with stress and other unpleasant emotions. Adapting to a new job is no exception. Of course, all people are different, and someone flows anywhere with ease and grace, but this is rather an exception to the rule. Most often, beginners need time and the help of a mentor to successfully get used to a new environment for them. And this is the important role of the head of the company — to help a new employee become “his own”. This work consists of two parts: social adaptation and professional.

The first part: Socialization.

On the first day of an employee in a new place, it is in the interests of the manager to invite the person to his place and have a conversation with him. To tell about the company, about its structure, directions and nuances of work, corporate culture, unspoken rules, if any, and so on. You can also arrange a small tour and show where and what is located. This is quite an obvious stage, but nevertheless not everyone follows it.

At the second stage, the head introduces the new employee to the mentor. In principle, a mentor can be the person who will show and tell everything to a new employee. But, of course, it is better if the boss can find time to personally communicate with the newcomer. The mentor performs not only his main duties, which are to transfer his valuable knowledge and experience, but also acts as an intermediary in introducing a new employee to the team. A good mentor is someone who will not “put a person at the blackboard” and ask him to say hello to the class, but organizes the dating process differently, less painlessly, smoothly and “at home”. Another “superpower” of a mentor is that it will be much easier for a new employee to communicate with a colleague, even if he is higher in rank than with the boss. In this case, a person will feel more relaxed and free. And this is only a plus for the adaptation process.

Another good way to accelerate the development of a person in a new company and make it as easy and enjoyable as possible is to participate in the informal life of the team. Corporate parties, outdoor recreation, sports and other events are all excellent methods for rallying employees and getting to know each other better in an informal and relaxing environment.

Evaluate the competence of a person
It doesn’t matter how professional your new employee is in his field — he doesn’t know the nuances of your specific activity. Therefore, be sure to talk to him and make sure that everything is clear to the person in his work. At the same time, you do not need to ask head-on, because some people, not wanting to seem like amateurs, will answer that everything is clear to them, although this is not the case. Instead, ask questions that indirectly lead to what you want to know: Which tasks cause you the most and least difficulty? Which of the things we do here have you never had to deal with before? What would you like to learn how to do?
Also, after some time, when the employee gradually “gets used” to a new place, ask other team members or a mentor what they think about the newcomer. Then decide which job to assign to him, and what else needs to wait.

Answer the employee’s questions about their responsibilities
Again, it is not convenient for all people to ask something from the head, because they are afraid to seem ignorant of their business. Therefore, it is important to immediately make it clear that a person can always ask you a question and get an answer. Explain to the new employee that there is nothing wrong with this, especially when a person is just starting a new job.

Be lenient at first
It is unwise to ask new employees as well as experienced employees. If a beginner makes a mistake, you should not punish him. Instead, you need to figure out what happened.: find out its cause and think together how to avoid its recurrence next time. A new employee simply needs a period when he will not be scolded for minor mistakes made due to inexperience.

Provide training for new staff
We wrote about this quite recently, so we will not focus on it now. Employee training = success of the company. This is the best possible investment, because in the end, no matter what the latest technologies and innovative product you have, it all comes down to people, to your work hands.

Take an interest in the affairs of an employee at a new location
Go into the office and ask: “How are you? Are you getting used to it slowly? Great!” and only another employee can afford to leave. The head has a special mission. He should not limit himself to routine phrases, but should really show interest in the successes and mistakes of a new employee. At the same time, of course, the boss should not turn into a babysitter and sort everything thoroughly. Otherwise, you risk making an employee into an independent child.

Be interested in the opinion of the employee and from the first days of work give him the right to vote
A new employee is a great opportunity for a manager to see the weaknesses and strengths of his company. A person comes with a clear look and immediately sees what can be improved. Your task as a manager is to listen to the employee and listen to him. This way you will achieve two things at once — the person will know that his opinion is taken into account; you will learn about the weaknesses in the organization.