How to get comfortable in a new job. Psychological adaptation in a new workplace

Playing into the hands of a person who has fallen into a new environment is attentiveness. Pay attention to everything that is happening around you. Take a closer look at your colleagues: how hard they work, how they look, how they communicate. This information can be very useful to you in the future. According to labor law, the immediate supervisor is obliged to bring the new employee up to date with the company, explain his job responsibilities and introduce him to the team. In practice, this does not always happen. Feel free to meet new people, be proactive.

Watch what you say, where and how. It is very difficult to understand which team you got into right away. In addition, initially all people seem kind and sweet. You, as a beginner, most likely will not discuss general topics, so be extremely careful in your judgments about anything. Without really understanding the relationships in the team, you can put yourself in an awkward position or discredit yourself once and for all. In addition, gossip and denunciations, unfortunately, have not been canceled either. Be on the lookout!

Do not behave provocatively, even if you are by nature a joker and the soul of the company. Upstarts are not loved anywhere, in addition, each team, as a rule, already has its own informal leader. Take a good look around first, and only then begin to show your character in full force. Remember that the impression that will be formed about you at the very beginning, when interest in your person is increased, then it will be very difficult, if not impossible, to correct.

Usually in a team with a good psychological environment, it is easy and simple to settle down. If you feel that it is difficult and even impossible for you to work with new people, the requirements of managers are too high, and many of your rights are not respected, think about whether you should stay in such a job? After all, in the end, moral peace is much more beneficial for health than the money that will have to be spent on a neurologist.

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After 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 hired 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 conditions labor; 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 corresponding to the goals of the organization; effective interaction with the team to solve production problems; 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 calculate 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 begins with a general orientation, including information about the organization as a whole and the structural unit where the newcomer will 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. The general orientation can be carried out by the 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 adaptation process: professional, psychophysiological, socio-psychological, organizational.

Professional adaptation I 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. At manufacturing enterprises, mentoring is practiced, when an experienced employee transfers knowledge and skills to a young one in the process. business communication at work. Briefing is very common - a clear demonstration of the 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 the 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, such a form of on-the-job training as rotation is used. 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 is trying to arrange workplace in his 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 the proper organization of the work and rest regime 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.

Reception first- Evaluation 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.

Reception second- 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 reception- 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, relieves him of the lonely opposition to 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. Recently, 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 flexible schedule works are rewarded on the basis of 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: a person's professional and personal qualities are known, he is familiar with the company's strategy and will not make "revolutions". 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 smooth out the problems of adaptation, 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. Structural units responsible for adaptation processes are created, usually this function is performed by staff training units. Experienced workers are paid extra for helping to introduce newcomers to the secrets of 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.

Natalia KARKULENKO, Senior Lecturer, Department of Philosophy, Financial Academy under the Government of the Russian Federation 2006

• rookie positions; - type of activity;
• professions;
• qualifications;
• work experience;
• personalities of your subordinates.

First: professional adaptation.

Second: socio-psychological adaptation. Professional adaptation is expressed in a certain level of mastery of professional skills, abilities and knowledge. Such adaptation plays an important role in the situation of entering the organization. young specialist when there is mainly theoretical knowledge and ideas about how the workflow works. Socio-psychological adaptation consists in mastering the socio-psychological characteristics of the company, positive interaction and cooperation with its team. Adaptation of this kind acquires an important role when a professional practitioner comes to a new place. In addition to professional experience, such a specialist has experience of working and growing in other companies. Perhaps they cultivated other systems of values, rewards and other corporate relations. Here, socio-psychological adaptation has greater value than professional. A person has to break the already existing stereotypes of relationships in the team and personal self-esteem.

• Develop personal attitudes towards friendly, long-term relationships with colleagues and long-term work in a team.
• Take part in the informal life of the team and its public affairs.

Use of leadership abilities. How to convince employees of their existence? A beginner should not show awkwardness in their actions or uncertainty in making decisions. He must show that leadership for him is an absolutely normal and natural day-to-day work. . Appointment in itself is not a guarantee of a successful career. Mistakes are unavoidable, especially in the beginning. It is well known that only those who do nothing do not make mistakes. If a problem arises, and the newcomer feels that there is some fault in it, then the leadership style needs to be analyzed. It is necessary to take an interest in the opinion of subordinates and the immediate superior. Their opinions will help determine the cause of failure. The fact that a beginner does not try to "silence" the problem, but openly solves it, speaks of his confidence in himself and that he will be able to cope with it. The ability to admit one's mistakes is one of the main qualities of a successful manager.

When analyzing the problem being solved, try to be objective. Try to separate the professional and personal qualities of subordinates. If the subordinate did not complete the task, solve a simple question: "The employee cannot or does not want to complete the task assigned to him?". The answer to the question will immediately determine that this is a lack of competence or a behavioral problem.

Organize your priorities in team leadership. The ability to highlight main goal and make a plan to achieve it - this is the way to turn a beginner into a leader

career.kaluga.ru

Adaptation to a new job

The article is devoted to the issues of adaptation at a new place of work.

The one who wants - does more than the one who can. He who always does what he wants rarely does what he must.

Adaptation to new job, a new workplace, the psychological climate of the team, the establishment of working and human contacts with it can be called adaptation. The need for such adaptation arises: after moving or transferring, after moving to a new job. Naturally, a person experiences uncertainty to one degree or another.

In companies with a modern level of personnel management, there are special adaptation procedures that can help eliminate many problems. A newcomer is an employee of the company who has just started work. For a while he's in effect objective reasons cannot work at full capacity, in other words, bring the company the benefit and profit that it is potentially capable of. In such companies, it is considered important to help a person during the adaptation period because:

• The shorter the adaptation period, the less losses the company will have.
• The way newcomers get accustomed to the company quickly becomes known in the competitive market. Negative information ultimately hurts the corporate image.
• Work on the adaptation of newcomers to the company activates the creative potential of already working employees.
• If you do not take care of the "pain" points of a professional, then he will quickly quit, and the money spent on his selection will be wasted.
• A serious and thoughtful adaptation program for beginners, this is a significant competitive advantage companies in the marketplace.
• The adaptation system helps the professional to reveal his previously unrealized potential in a new friendly atmosphere. For successful adaptation in the team in socio-psychological terms, the first impression is important.

Unfortunately, not all companies pay due attention to the adaptation program.

In many companies, there is simply a “young fighter course”. Every professional should realize what difficulties he can expect in connection with getting used to a new team. It is not necessary to hope that someone will ease his difficulties in adapting to new working conditions in such a company. He himself must determine the range of problems, the solution of which will reduce the period of adaptation. Its duration depends on a number of reasons:

• character traits of a beginner and personality traits;
• rookie positions;
• type of activity;
• professions;
• qualifications;
• work experience;
• traditions and characteristics of the team;
• socio-psychological climate of the team;
• missions and development strategies of the company;
• management model adopted by the company;
• personality of the immediate superior;
• personalities of your subordinates.

These reasons can be divided into two groups.

First: professional adaptation.

Second: socio-psychological adaptation. Professional adaptation is expressed in a certain level of mastery of professional skills, abilities and knowledge. Such adaptation plays a big role in the situation of entry into the organization of a young specialist, when there is mainly theoretical knowledge and ideas about how the work process works. Socio-psychological adaptation consists in mastering the socio-psychological characteristics of the company, positive interaction and cooperation with its team. Adaptation of this kind acquires an important role when a professional practitioner comes to a new place. In addition to professional experience, such a specialist has experience of working and growing in other companies. Perhaps they cultivated other systems of values, rewards and other corporate relations. Here socio-psychological adaptation is more important than professional. A person has to break the already existing stereotypes of relationships in the team and personal self-esteem.

A person's habituation to a new working environment is manifested in his real behavior, in labor efficiency, in the growth of professional activity, and in satisfaction with various aspects of labor activity.

The adaptation period can last from several weeks, months to 1-2 years. by the most milestone adaptation can be called a period of one to three months. As a rule, it coincides with the probationary period in the company. Each employer, accepting a new person for a position, stipulates and emphasizes the period probationary period. According to the existing labor legislation, the probationary period cannot be more than three months. At this time, the beginner masters a new activity, gets acquainted with the team. He has a psychological readiness to master the necessary skills, to be at the level of professional requirements. Success at this stage requires from a beginner: sociability, curiosity, responsibility, diligence, perseverance and patience. A beginner can draw up a personal adaptation plan, which conditionally may contain the most general actions and principles:

• Get acquainted with the history of the company, its traditions and mentality.
• To study the final products of the company: assortment, goods or services. Pay attention to their market competitive advantages.
• Acquaintance with the management of the company, subordinates, key employees of the company
• To study the plans and prospects for the development of the company as a whole and a separate division where the rookie works.
• Acquaintance with the geographical "area of ​​responsibility" where the newcomer's workplace is located.
• invert Special attention on the socio-psychological characteristics of the personalities of the neighbors in the office or other workplace.
• Learn the system of payment, bonuses and others social benefits accepted by the company.
• study carefully job description so that no "white spots" remain.
• Optimally organize your workplace and working time in line with the corporate culture of the company.
• To study to the required level, depending on the position, the features of the technologies used in the company.
• Try not to oppose yourself corporate level and company habits.
• Develop personal attitudes towards friendly, long-term relationships with colleagues and long-term work in a team. Take part in the informal life of the team and its public affairs.

If a new workplace for a beginner is the position of a leader, manager, then the adaptation process is a separate conversation. Maybe the newcomer worked for a long time and purposefully to achieve his goal, or maybe the choice fell on him by chance. Maybe he invested a lot of money to get additional qualifications that allowed him to make the desired career leap. Maybe he was just able to show his best qualities who convinced the employer that he was the most suitable candidate for this position. It is not very important which of the above ways he achieved this. The important thing is that his professional life has changed radically. What is important in this new life?:

It is necessary to learn about the previous atmosphere in the managed division of the company. Given this information, be able to painlessly submit your own leadership style for the team. This is important for successful work in the future - try to immediately win over people, win their trust.

Use of leadership abilities. How to convince employees of their existence? A beginner should not show awkwardness in their actions or uncertainty in making decisions. He must show that leadership for him is an absolutely normal and natural day-to-day work.

Appointment in itself is not a guarantee of a successful career. Mistakes are unavoidable, especially in the beginning. It is well known that only those who do nothing do not make mistakes. If a problem arises, and the newcomer feels that there is some fault in it, then the leadership style needs to be analyzed. It is necessary to take an interest in the opinion of subordinates and the immediate superior. Their opinions will help determine the cause of failure. The fact that a beginner does not try to "silence" the problem, but openly solves it, speaks of his confidence in himself and that he will be able to cope with it. The ability to admit one's mistakes is one of the main qualities of a successful manager.

Express your opinions clearly, concisely, logically, intelligibly and consistently. In the event of a situation of ambiguity, clarify with the interlocutor, "Do I understand correctly that ...".

When analyzing the problem being solved, try to be objective. Try to separate the professional and personal qualities of subordinates. If the subordinate did not complete the task, solve a simple question: \"The employee cannot or does not want to complete the task assigned to him?\". The answer to the question will immediately determine that this is a lack of competence or a behavioral problem.

Organize your priorities in team leadership. The ability to identify the main goal and make a plan to achieve it is the way to turn a beginner into a leader.

Alexander Chepusov, Director of the Sputnik Recruiting Agency. If you have questions for the author, you can send them to him by e-mail ( This email address is being protected from spambots. You must have JavaScript enabled to view. This email address is being protected from spambots. You must have JavaScript enabled to view.) or by mail: 400040, Volgograd, PO Box 2628 .

A new place of work opens up great prospects for many. But at first, the employee has a fear of not living up to expectations, lack of self-confidence and fear of doing something wrong. And in an attempt to quickly get used to a new job, offensive mistakes are often made that worsen the situation.

How to facilitate the period of adaptation to a new workplace?

Psychologists divide adaptation into 3 stages:

1. Addictive. There is a process of acquaintance with the rules of the company.
2. Self-expression. With the help of their professional qualities you occupy a certain place in the team.
3. Integration. You are already becoming a full member of the team. your experience and professionalism valued by colleagues.

In practice, things are different. There are only two aspects here: skill to interact with guidance and Everyone wants to be appreciated at work.

Have you coped with the difficult task of the authorities in a new place? If yes , then you will be able to adapt easily and quickly .

You just need to familiarize yourself with the following tips, and you will definitely know how to behave in a new team:

1. No flattery. In the first few days, the new employee will be under close scrutiny. Even if you liked your colleague's new shoes, you shouldn't immediately tell everyone about her good taste. Better get to know her better.
2. redundant self-confidence can only spoil the relationship in the team.
3. Learn to control your habits. If you like to think aloud, constantly open the window to ventilate the room, or often talk on the phone, you should first find out if this is not disturbing those sitting next to you.
4. You should not compare your old place of work with the new one in front of everyone.
5. refrain from

Your dream has come true - in a couple of hours you will go to your new job. But where to start communicating with new colleagues and boss? How to quickly and painlessly join an already established team?

What is the best way for a beginner to build relationships in a new team in the first weeks of work, when he does not yet know his colleagues and superiors?

The first thing to do is get to know everyone. There are certain rituals for this - a newcomer is introduced to the team on the first working day, introduced to each employee of the company. For entry into new team tend to be strongly influenced by corporate culture. In some organizations, there are special provisions that stipulate all the nuances, up to assigning mentors to newcomers. If such provisions are not spelled out, it's okay - a new employee can take the initiative himself. For the first time, it is enough to introduce yourself and agree on the possibility of further contacts. It is important to show your interest and openness. It has long been proven that charming and easy-going people quickly find mutual language with the new team.

The second is to immediately familiarize yourself with the rules of the internal work schedule companies: time of arrival and departure, smoke breaks, lunch; you need to study the provisions of the corporate culture. And, of course, to observe the employees themselves - how they fulfill all the provisions, what really works, and what is written only on paper. You can find out even the most ordinary things - where is the kitchen, the printer, where is it customary to dine, etc. The main thing is not to be shy to ask questions. It is better to ask first than to correct a mistake later.

Third, no less important, it is recommended for a beginner to figure out on the very first working day who his immediate supervisor is, and who else will evaluate the results of his work and by what criteria. Of course, the first few days of a new employee are not very busy, but this is not a reason to relax. In fact, all this time the leader evaluates the newcomer, forms his impression. This will serve as the basis for the approval or non-approval of the employee in the position after the probationary period.

And the last recommendation is to adhere to the main principle of adaptation - communication. If possible, use not only the phone, ICQ or email to solve work and other issues, but more often to establish personal contacts, meet with colleagues and talk “live”. However, it is necessary to ensure that the desire to "become one" does not cross the line of familiarity - try to be friends, but keep your distance so as not to get the opposite effect.

What mistakes can beginners make trying to adapt faster, and how to avoid them?

The main mistake that employees make at a new workplace is the “drag and drop” of old experience from the old company to the new one. They try to use those tools of interaction or problem solving that were effective at the previous place of work. As a result, they face misunderstanding or open confrontation.

Another mistake is the fear of asking questions, the desire to do everything on your own, even if there is no exact understanding of how to do it. This also applies to the functionality: even if, at first glance, it is identical to the duties at the old place of work, there will still be differences (sometimes in details, sometimes in more important things). Every company works differently.

No need to wait until someone comes and tells you how to solve this issue - you need to take the initiative. After all, the rest of the employees have their own work, their own worries, sometimes they simply do not have time to mentor. Most often, they do not even guess what kind of situation causes difficulties for the beginner - and only if he voices his questions, do they understand where he needs help.

There is another extreme - the lack of flexibility. Some beginners clearly declare themselves, demonstrating their laws and rules, from which they do not intend to deviate even when they are in an unfamiliar team. This rarely causes approval from colleagues, most often - a confrontation at the level of relationships. The team rallies and begins to “befriend against”, trying to “push out” the newcomer, like an organism is a foreign body. The outcome can be quite unpleasant. Such consequences must be taken into account when declaring oneself in the company.

And another common mistake is not doing the work in the quality and quantity that is required from a new employee. This is the result of ignorance of official duties and criteria for assessing the tasks performed. If, during the probationary period, the employee did not prove his effectiveness, sadly, the manager would prefer to take another specialist in his place.

How long can the adaptation process take? What does it depend on?

The duration of the adaptation process depends on the position occupied by the newcomer, on the degree of complexity of the functional assigned to him. It is difficult to say exactly how much it takes to integrate an employee into current processes. We can only note that, as a rule, the adaptation of managers takes one time, the adaptation of specialists is quite another.

Moreover, the performance of an employee can only be assessed after some time has elapsed. For example, in a training company, a coach "grows" for at least two years - formally, he has long been on the staff, but his adaptation continues: he studies, gains experience, masters the right skills. Therefore, it is more correct to say that the duration of adaptation depends on the specifics of the company's activities, and on the degree of complexity of the work that the employee will have to do.

How to find an approach to subordinates to a novice boss?

The entry of a new leader into office requires not only his adaptation to the team, but also vice versa - future subordinates, as a rule, are wary of the new leadership: what will change now? to what extent these changes will be worse or better than the previous state? what to expect from the "new government"? The team often experiences even greater unrest than the novice leader himself: after all, many employees believe that they are in a more dependent position and the course of development chosen by the boss will directly affect their work.

In this situation, the new leader, first of all, should establish contact with the team. To do this, you must first find out how things were before his arrival and what is the situation in the department now - who is responsible for what work, what tasks each employee performs. Based on this data, you need to clearly formulate your position: set priorities for the future, outline the strategy and direction of work, determine milestones and first steps in a new position. As soon as the manager himself understands the program further action, it is necessary to assemble a team and explain to subordinates what tasks he himself will deal with, what the entire unit or department will do, and what he expects from each of the employees.

It is important to immediately set the rules of work, establish criteria for evaluating the effectiveness of activities. They must be objective and understandable to every member of the team.

The problems of a person who first came to a new place of work are familiar to everyone firsthand. It would seem that the long and difficult stage of the job search is left behind, and all that is left is just to get used to the new place. However, for many, such a simple task turns out to be an impossible task, and often new employees do not even manage to pass the probationary period.

You should not think that, being a qualified employee and having a solid work experience, a new employee is reliably insured against failures - “ambushes” can expect him in the most unexpected places. What are the true reasons for such a quick parting with a new employer? What is expected from an employee at a new job? How to find right style behavior that will allow you to really work effectively in a new place? The answers to these and other questions we found out from experts.

Who owns the information - owns peace

Experts note that personal qualities play an important role in the speed of adaptation of a person to a new place of work. “An active and self-confident person with a high achievement motivation will cope better and faster with anxiety and inconvenience than the owner of low self-esteem, who perceives any remark addressed to him as a death sentence.” According to her, the employee’s anxiety is primarily due to large volumes of unfamiliar information and the feelings of uncertainty, uncertainty, and instability that arise in connection with this.

Not always what the employer tells during employment coincides with what the new employee expects in practice.

In order to avoid this uncertainty as much as possible, experts advise to learn as much as possible about the company in advance: study the company's website, view information about it on the Internet, ask questions of interest at the interview. “It is important to understand what goals this vacancy sets for itself, since what the employer says when applying for a job is not always a clear description of what awaits a new employee in practice. It is important to understand the overall mentality of the company, the rules of the general routine. If it is customary in a company to stay at work until 10 pm, and a new employee will leave at 18:00, he must at least be mentally prepared for the fact that he is most likely not understood, ”said the recruiting consultant for the recruiting company HRC Talents Natalia Voskoboynikova.

Verification by test

Practice shows that a new employee is concerned about two main questions: how successfully he will be able to cope with his main duties and how he will be accepted in an unfamiliar team. Without denying the importance interpersonal relationships, experts note that the performance of professional duties by an employee is still a priority - after all, in fact, for this he is hired.

Observing colleagues will help you adapt to corporate culture and define the basic rules of the work schedule

Almost all employers, with rare exceptions, appoint a probationary period for new employees. But not everyone clearly prescribes what are the criteria for the success of passing the “test”. If the applicant did not embellish his capabilities too much at the interview stage and imagines the front of future work well enough, we can say that the foundation for future success has already been laid. “During the probationary period, the employee should familiarize himself with the standards, technologies and methods of working in the company,” advises Voskoboynikova. In order to feel even more confident, it would not be superfluous to clarify once again by what criteria the work done will be evaluated, which will be considered a fairly good result.

There are many specialists on the labor market who, over and over again, are looking for work without going through a probationary period. According to Natalia Stegnienko, director of the My Job recruitment center, there are about 50% of such specialists: “They can be easily identified already at the resume stage. If a person changed 3-5 jobs in a year, it is possible to say with a high degree of probability that he did not cope with his duties and did not pass

According to Stegnienko, this mainly concerns sales specialists. “As a rule, they are given a rate for the trial period, and after the end they must fulfill a certain sales plan. If a person does not cope with this plan, the company parted with them. It is interesting that few of the flyer applicants voice the real reasons for their departure, so the excuses sound the most mysterious: “The company did not want to develop”, “I was not given the opportunity to work”, “The authorities were not granted”.

Alien among their own

For those who want to join a new team as quickly as possible, hundreds of tips have been written. The most common of them come down to the rules of good manners: greet when meeting, smile, be friendly and attentive, communicate with colleagues in an informal setting. Experts advise you to observe the behavior of your new colleagues and try to adapt to the accepted one. corporate style. Of course, one should not exactly copy the manner of speaking or dressing, but "corresponding" to this case almost always means "to be on an equal footing".

Unobtrusive observation of colleagues will help determine the elementary rules of the work schedule: when and where employees have lunch, is it possible to drink tea at the workplace, where and how often it is customary to smoke, whether there is a dress code in the company. “It would not be superfluous to look at the problem of infusion into the team from the other side - after all, the new employee himself is also a kind of “dark horse” for the existing team. Therefore, do not force things, and give people the opportunity to take a closer look at themselves. You should not say right from the door what you love, "so that the windows are closed and the air conditioner is turned on at 18 degrees." At least at first, refrain from nostalgic memories of the past place of work and from small remarks to colleagues like “speak quietly,” advises Marina Derkach. In a word, be patient, because many of the inconveniences that have arisen are temporary.

Natalia Michkovskaya