Every employee and specialist HR Department is. Faced with the adaptation. Many online resources and magazines have a lot of information about the methodologies of adaptation, after reading it; I formulated a few basic. Fundamentals that are most applicable in practice. I will share with you some important key messages and concepts that will lead you to improve adaptation activities and provide an opportunity in the future to avoid personnel turnover.
Adaptation – the second after “right of recruiting” on the importance of the process. In some companies, more than half of all separations related to the lack of clear and accessible rules of adaptation. But in practice, 90% of people who retired from work in the first year, took this decision already on the first day of his stay in the new organization. The concept of professional adaptation is familiar to most managers, but in fact, it turns out that in many companies the process of adaptation is practically nonexistent. Often heads of departments leave employees in hurricane work and see; they will come up or not. Sometimes giving you what you want to help, but just enjoy the failures rookie or Reaffirming its importance in the organization. Also various adaptation sheets and documents, in fact, is just a formality and adaptation do not have a relationship.
I hope that such leaders and colleagues in the minority. And the documents and sheets on the adaptation You have only addition to the main process. And the bulk of managers and colleagues is configured on the active cooperation and assistance to the beginner. And so, consider the key stages of adaptation. Conditionally divide them into stages.
Culture in the company
The personnel Manager acts as a trusted Advisor to the beginner, and if possible, it needs to outline and tell of the subtleties of the corporate new employee. Because each company has its own microcosm, which is very important in everyday work. The awareness of novice all the nuances will only play you and into his hands. For example. Very often there are situations when the Department, which the employee accepted free style clothes, and people coming to my first day in the business suit sees around the surprised looks of his colleagues and feels doubly weird.
The first meeting
It is very important that going to the Department shop, warehouse employee introduced. Of course, if the team is large, initially, a new employee can be. Presented with several colleagues with whom he will work closely. The other can be. Left to the novice. If you have a corporate website, which lists employee information, or forms necessary to provide this information new. After all, not everyone can remember names and titles of colleagues, and then again a stressful situation, “don’t know who and don’t know where.”
In the hands of the head
When a newbie gets to the boss, the stress level is. Increased significantly. Here at the newly minted officer from the mess in my head. And correct action on the part of the head is the story of the employee which value to assume his position and that affects the Department in which he works. What his company offers to the market and what competitive advantages they have. Maybe it is the quality, level of service, responsiveness, and price. The employee must understand the mission of the company and the value of ego’s position in the whole mechanism. Always start with “why” it needs to be done, and then finish the “what to do”.
Lucidly “What, where, where, why, why?” On the first working day, the employee should understand what he should do at the initial stage. It is important to establish a rhythm of productivity for a beginner that would be every day; he was doing 2-3 jobs. They may not be significant, but not necessarily related to his work responsibilities. Why is it important? It often happens that beginners in the first few days do not know where to join, read standard operating procedures, review the documentation and go home with the feeling that, as it’s boring. But if a beginner will make a few tasks, the situation changes drastically – the employee goes home with a sense of accomplishment and of their own need in the company. Alternate training with practice. Your ultimate goal will be to train the employee by breaking large projects into smaller tasks.
Give the tool
May sound corny, but that often happens with a rookie that he had the first day to look for a PC, paper, pens, telephone. We can say that there is the initiative of the employee, but does it have to go through these processes yourself? Probably not. In my practice, there were different cases. One day last week I knocked a phone, access to work sites, samples of work procedures, etc. And as a result I stayed in the company is very small, because of the complete lack of any adaptation. But there were positive moments, when I come to work and feel that you have “expect”, the self-awareness of yourself as an employee in your organization is changing dramatically. On the table corporate notepads and pens, PC has all the necessary programs for work, etc. And already at the initial stage understand the relationships of employees and organization of work. Such seemingly little things must be present in the process of adaptation.
And the final stage is feedback from the employee. The newcomer needs to understand that he can always come up with a question to the mentor. And You possibly as a mentor or supervisor, do not be lazy to ask again, whether the officer is clear and whether it had the necessary resources for the implementation of working tasks and achieving goals. Finally, a list of questions to ask the employee a few days later it starts. They will help you to understand at what stage now your subject is and how comfortable to work with:
- What difficulties have you faced when entering office?
- Defined and understood if you the task on a trial period?
- What criteria the effectiveness of your activities? How do you understand them?
- How are your relations with management or colleagues?
Such seemingly simple rules have a tremendous positive effect. After all the above stages of adaptation, tested in practice and their compliance will help you to: reduce staff turnover, increase the level of favorability of employer brand, reduce costs of re-recruitment, increase staff loyalty to the company.