Adaptation to a new workplace is the period of familiarization of an employee with a hitherto unknown activity, organization, team, regulation of his behavior in accordance with unusual requirements.

According to statistics, most of the newly hired employees leave the place of work at this time. Reasons: the complexity of the adaptation process, the discrepancy between the real situation and its expectations.

For onboarding a new employee to be successful and painless, it must be a two-way process. The personnel department, management, colleagues should in every possible way contribute to the “infusion” of a newcomer into their organization and team. Depending on the support and assistance provided, adaptation in the workplace can proceed in different ways:

Preservation of individualism – the new employee does not deny the main values of the company, but ignores the secondary ones (for example, corporate traditions, holidays), tries to keep himself somewhat apart.
Mimicry – the employee, on the contrary, supports secondary values, and denies the main ones, hiding it from the team. These newcomers often leave their new jobs.
Denial – the employee does not hide his dislike for the existing routines in the company. He will call them the reason for his early dismissal.
Conformity – an employee sincerely accepts new rules, values, duties, and happily becomes a “cog in the system”.

Stages of adaptation

Let’s figure out what stages of adaptation an employee goes through in a new workplace:

External reorientation. On it, it is difficult for a person to accept new values and routines, he painfully perceives what he is not used to, with which he does not agree. However, it seeks to hide these negative emotions.
Gradual mutual recognition of the employee by the team and vice versa.
Perception of team values without including them in their value system.
Gradual acceptance of new rights and responsibilities, corporate culture, as well as restructuring of your personality and behavior under new conditions.
Harmonious fusion of personality with the team.

Failure at any of these stages often becomes a reason for dismissal of their own accord.

Adaptation parts

Workplace adaptation is divided into two parts: primary and secondary. The first is the appearance of a new employee in the team. Her goals:

the earliest possible infusion of a newcomer into the work;
redistribution of work responsibilities;
full replacement of a departed employee;
socialization in a team;
professional orientation.

Secondary adaptation in the workplace overtakes an employee during promotion, retraining, transfer to another department, workshop, etc. The goals of this period:

stabilization of the collective climate;
achieving full compliance with the requirements for a new position;
adaptation to a new status;
changing your role in the team.

Adaptive man’s techniques

Speaking about the ways of adaptation in the workplace, one cannot fail to mention the unconscious techniques that psychologists reveal in a person who gets used to a new team:

“They are greeted by their clothes.” The first thing a beginner pays attention to is the appearance, clothing, behavior of future colleagues. Such a superficial assessment at the initial stage helps to build an idea of the personality and business qualities of each member of the new team.
Stratification. The new employee divides colleagues into mini-groups: careerists, assistants, informal leaders, eccentrics, comedians, first ladies, outcasts, etc. He begins to assess their well-being, the ability to keep oneself in a team, build relationships with superiors, the degree of affection for oneself … Based on this, the new member begins to build appropriate communication with each.
Group identification. At this stage, the employee chooses for himself one of the strategies he has defined and begins to build his behavior according to his status. Belonging to a certain group creates a feeling of security, a person begins to gradually feel himself in the new team as his own.
Intergroup discrimination. The employee exalts “his” group over others, treats others condescendingly, always finds the advantages of his choice.

Types of adaptation in the workplace

The entire adaptation process is divided into four groups:

psychophysiological;
professional (familiarization with the profession);
socio-psychological (getting to know the team);
organizational (familiarization with the company itself).

A more detailed analysis of them:

Organizational adaptation. Successful activity in a new workplace is possible only when a person thoroughly knows everything about his company: history, objectives, goals, development prospects, its achievements and unpleasant moments in history. It is important to have an idea of its structure, managers, answers to vital questions: “Where is the personnel department, canteen, service parking?” etc. The duty of the employer is to convey to the newcomer all this information in a concise and structured form, and the latter is to try to “digest” it in a short time.
Social and psychological adaptation of personnel in the workplace. Close acquaintance with the team, the norms of corporate culture, the establishment of interpersonal and business communication, infusion into informal groups. A beginner not only gets acquainted with new norms of behavior, he must already begin to follow them, while the team is wary of him, evaluates him, makes an opinion. Therefore, for most, this adaptation is the most difficult.
Professional adaptation in the workplace. Filling gaps in knowledge, retraining, acquaintance with new standards of work, its specifics. To facilitate this type of addiction, many organizations practice rotations, mentoring, coaching, and a “student” period.
Psychophysical adaptation of employees in the workplace. This is a restructuring of one’s body, habits for a new regime of work and rest – shift work, business trips, irregular working hours, “home office”. This also includes adjusting to a new workplace, rest and hygiene rooms, and an unusual route to work.

Duration of the adaptation period

The adaptation period in the workplace does not have any clearly defined boundaries: someone manages to harmoniously integrate into the team in a couple of weeks, someone needs several months or even a couple of years. The optimal period for this is considered to be three months – the duration of the probationary period.

The end of the adaptation period is indicated by the following characteristics of the employee:

copes with all the work tasks assigned to him, including non-standard ones;
bears responsibility for their actions;
knows the structure of the company well, is oriented among managers and colleagues, is in non-conflict relations with them;
successfully mastered the types of technology, equipment, computer programs, etc., necessary for work;
knows the system of punishments and rewards of the company;
observes the norms of corporate culture;
enters into one of the informal groups of the collective.

Introduction to the post

As already mentioned, the adaptation of an employee to a new workplace is a two-way process.

In a successful and developing company, a newcomer will not be satisfied with the “course of a young fighter”, but will do everything possible for his smooth and painless entry into the team, getting used to the workplace.

Typically, an induction program is drawn up for this. It varies depending on the following conditions:

the characteristics of a beginner’s work;
his status and level of responsibility;
the team where it will go;
personal characteristics of the future employee, identified during the interview.

The following persons participate in the program:

immediate supervisors;
colleagues who can become direct mentors;
employees from other departments with whom the newcomer’s activities will be closely related;
personnel department.

The program includes three major stages.

Before the arrival of the employee

To adapt to a new workplace quickly and successfully, before the first working day:

The relevance of the job description is checked.
An unofficial “patron” of the newcomer is appointed.
His workplace is being prepared.
The future team is notified of the addition to the lineup.
All necessary information files, passes, administrative documents are formed.
A call is made to a future employee to find out about his readiness to go to work.

The rest of the adaptation period

At this time, procedures such as:

Familiarization with the reporting rules.
Demonstration of requirements for work, its results.
Acquaintance with the administrative and economic system of the organization.
Development of an individual retraining system for a new employee.
Acquaintance with the specifics of his work, the nuances that he needs to know.

Preparation

It is important to be puzzled in advance by choosing the right clothes.

It is very important, when communicating with a future employer, to ask him a few questions.

Find out who you can ask for advice.
Check what the work schedule is.
Find out if there is a dress code.
Write down a list of all documents required to apply for a new job.
Additionally, you can find the website of the organization and ask for information on it.

If I go to work for the first time, I have to think over and prepare everything in the evening:

pick up clothes, shoes needed at work;
prepare all documents according to the list;
think over your morning routine;
plan the way from home to work, taking into account the possibility of transport delays, and how much time you need to spend on it.

Recommendations

Give yourself the opportunity to pour in gradually, you have come to a new place, and even if you are well versed in the specifics of the work, you need to carefully look at the situation in which you find yourself.

This means that initially you need to admit the fact that at first you will be anxious, and possibly uncomfortable. And that’s okay.

Do not rush yourself and do not set super tasks. Examine your job responsibilities, otherwise, as old-timers, colleagues will be able to shift tasks to you that you are not required to perform.

Considering that on the first working day there will be a very large amount of information, get a diary in which you will write down not only moments concerning your duties, but also names, surnames, positions, phone numbers, location of offices, etc.
Ask questions without being afraid to look stupid, the more you understand about the internal routine, the faster you will get into the flow. It is better to clarify once again than to make mistakes and try to fix them.
Smile, benevolence will win you over, because not only are you eyeing the employees, it is also important for them to understand what kind of person came to them.
In dealing with others, it is important to learn to balance between openness and discretion. That is, not to talk initially, in order to make friends more likely, about something personal, which can later “play” against you. But also not to close completely, otherwise it will alert and set you against yourself. Especially one should not speak negatively about the previous place of work and gossip. Ethics, when you are not familiar, know how to listen and adhere to the principle of confidentiality, gives you more chances to win over your colleagues and your superiors.
Find out about the existing traditions, perhaps some will be very useful to you. For example, in some companies it is customary for a newcomer to bring food and set the table. This helps to get to know each other and get closer in a more or less informal setting. It is only important to take into account the established traditions and rules, and not bring your own in the early days, otherwise the effect will be the opposite.
It is important to defend your boundaries, gently but confidently, especially when they try to use you at the initial stage. That is to say, load up work that you shouldn’t be doing. Sometimes psychological protection works, a person really wants to be liked and is afraid that in case of refusal he will be rejected, or tries to “curry favor” in order to be appreciated and noticed. But this is a trap that a person sets for himself, because in the future it will be more and more difficult to say “no”.
Be patient, if initially something went wrong as planned and wanted, over time everything will get better and fall into place, the main thing is not to give up. There is little static in life, everything can be changed, the main thing is to realize your shortcomings and correct them. Regarding the working nuances, it is better if the bosses learn about your mistakes from you, and not from someone from the team.
Be prepared for gender nuances. That is, people of the same gender are usually perceived as competitors. Do not be intimidated by this or avoid competing. This means that you have been judged as equal to yourself, or even better in some way, should not be perceived as enmity. Unfortunately, sometimes, especially in a women’s team, you will have to withstand latent aggression, that is, not directed directly, but with the help of gossip, dirty tricks, or give advice that is harmful. If a woman finds herself in a men’s team, she is easily accepted, but not perceived as an equal and professional. Therefore, you have to sweat to earn recognition. A man in a woman’s, on the contrary, is immediately recognized, but then they can bother with excessive attention, coquetry and flirting.
Take a closer look and choose an employee who, in your opinion, is the best, and strive to reach the same level, learn from him, this will motivate you for personal and professional growth.

Who Should Adapt

The correct adaptation program allows the employee to quickly get used to it.

Any member of the team can carry out adaptation work with an employee. Usually, the mentor is assigned from among the most active and conscientious employees of the company. But if we are talking about a large corporation, then in this case the work of adapting a newcomer can be entrusted to several persons at once.

Here is an example of the distribution of adaptation work:

Chief – prepares all job descriptions for the employee, organizes a comfortable workplace for him, deals with all documentation issues, introduces the employee to the course of the matter;
Personnel worker – notifies the employee about the date of going to work, collects documents for the manager, provides the new employee with everything necessary for work (office supplies or tools), introduces the employee to the team;
A mentor is a person who at this stage is the main guide of the employee. The speed of adaptation of the employee and his professionalism, as well as his entire future career, will depend on how the relationship with the mentor develops, on his competence and knowledge.

In general, the adaptation process usually goes well enough if the manager makes all the necessary efforts for this. Competent managers always try to fully provide a new employee with all the necessary conditions for correct and timely adaptation.

Correct adaptation of an employee allows:

establish harmonious relationships in the team;
unleash the full potential of the employee;
allow the employee to take a convenient place in the hierarchical system of the company;
to increase the possibility of developing a specialist in the professional field;
get a close-knit and responsible team;
significantly increase labor productivity;
to increase the responsibility of employees and punctuality, as well as to solve many other problems.

In addition, it is important to remember that improper adaptation or its complete absence as such is a sure way to apathy, depression, employee bad mood and many other problems. In addition, unimportant or even worse hostile relationships in the team are a direct path to the collapse of the company.

Bad relations between employees lead to constant quarrels, poor-quality work performance, lack of responsibility, as well as lack of initiative among employees. Therefore, timely and competent adaptation is the key to success not only for the new employee, but also for the manager.

It is important to understand that for each person, due to his psychological and psychophysical characteristics, the period of adaptation can be very different. Therefore, setting a rigid framework for adaptation is not worth it.

Usually, the adaptation period ends with an assessment of the possibility of working in the company, both by the employee and by the employer. And if the employee is happy to stay to work, then the boss did everything right.

The realities of labor adaptation

When a company has organized and adjusted the work of specialists and services responsible for the labor adaptation of new employees, all a newcomer needs to do is watch, listen, remember, ask questions – that is, learn from mentors. In this case, problems with adaptation may not arise at all, it will pass quickly and easily.

But in a situation where there is neither a mentor nor even a person who is capable and willing to clearly explain what is what, a beginner has to adapt himself, and this is not an easy task.

In the second case, the stress that always accompanies the process of adaptation to new working conditions increases significantly (it may even develop into psychological trauma), adaptation becomes significantly more complicated, and the probability of a newcomer firing increases significantly.

According to statistics, when the principle of helping and supporting new employees operates in an organization, the likelihood that a newcomer will not be able to adapt to a new workplace and, soon after getting a job, will quit it, decreases by 30-60%!

Labor adaptation is, of course, the mutual adaptation of the employee to the organization and organization of the employee, but the realities are such that often only the employee has to adapt.

Most employers, not knowing the value of the successful adaptation of new employees, are guided by the principle “This one will not fit – we will take another” and, figuratively speaking, abandon newcomers to their fate in the first days of work.

Even if you are lucky enough to get into an organization that trains and provides all kinds of assistance, a beginner should rely only on himself, so psychological knowledge about what will help him adapt to a new job is a must.

Felt lonely and redundant

Don’t be afraid to draw attention to yourself. Say hello to your colleagues. If no one is in a hurry to show you the office, do not hesitate to ask your immediate boss or colleague.

3 points are important to you: your workplace, kitchen and toilet.

You should not hide behind the monitor, but choose the moment for lunch when no one is in the kitchen.

When you come in, say hello to those present. First.

Psychological support of adaptation of a young employee at the enterprise

Psychological adaptation in a new workplace is an adaptation to the personal environment of the organization, the team. It is expressed:

in the entry of a new employee into the work collective,
in the assimilation and acceptance of the norms of the life of this collective,
in consolidating and developing their skills,
in achieving the status of a full member of the team of employees,
in achieving a zone of psychological comfort.

The psychological support of the adaptation of a young employee at the enterprise can be considered in broad and narrow senses.

The broad sense implies that adaptation is understood as any interaction between the employee and the environment, leading to the coordination of structures, functions and behavior.

The narrow meaning implies adaptation of a person’s relationship with a certain small group. That is, a person is part of a small group and adapts to its norms, rules, relationships, and also tries to take a certain place in it.

The goal of the psychological support system for young employees at the enterprise is to reduce the costs of the enterprise by accelerating the process of entering a new employee into the position and reducing staff turnover.

How to relieve stress

Ways to relieve stress are mainly related to visualization techniques. How to do this, you can study in my article on ro alpha visualization. In order to facilitate the process of mastering a new place, imagine, best of all before going to bed and on the eve of the working day, that you are in your office. Just try to present it in the smallest detail, right down to where the pen is. Imagine that you have taken on duties and you are doing great. This exercise helps to relieve unnecessary anxiety, so as not to simply worry, it is better to direct this energy in a pleasant direction, so that adaptation is easier.
If there is a person among the employees who is very disagreeable to you, or maybe even a boss to whom you have no right to express your opinion, and it is harmful to accumulate anger in yourself, the “Transformation” method will come to the rescue. How does it usually happen when something has caused strong negative feelings in us? That’s right, we are trying to switch over and forget about the unpleasant situation. But as luck would have it, it doesn’t work out, our psyche is protected in this way. The opposite should be done. On the way home, or wherever it is convenient for you, imagine yourself in the place of this scoundrel. Reproduce his gait, manner of speaking, gestures, etc. Play around with this look. This exercise is very resourceful, because, in addition to legalizing aggression, tension passes, and sometimes an insight occurs, being in the place of the offender, we can understand

How is the process of onboarding new employees going?

Each of us was once a new employee at an enterprise and faced adaptation problems. This period was very difficult. The adaptation of new employees at each enterprise takes place in different ways.

Some managers let the habituation process go by itself, and the employee has to get used to the new team himself} and there are managers who take care of their staff and the company is developing a special program for the adaptation of new employees. What is adaptation?

Adaptation is a technique, the task of which is to effectively involve a new employee in the company’s activities, as well as to train a competent specialist on time.

Explore the hierarchy

It largely determines the adaptation style of a new employee. For example, in a corporation, you are unlikely to be occupied by any of the top managers, and in a startup even the CEO may well partially take on the tasks of adapting a newcomer.

Learn how to communicate in a team. In conservative companies, colleagues are addressed by name and patronymic, and in democratic companies, you can communicate with a leader of any level. If there are no strict rules, then you will have to observe and understand yourself.

Observe the chain of command: if you need to solve a problem or come up with a proposal to the commercial director, it is better to discuss it at all previous levels. The immediate supervisor will be able to suggest how best to formulate the request and who to contact for support of the idea.

Taking initiative helps. Feel free to clarify the task or ask older colleagues for help if you feel like you’re not doing it.

Behaved unnatural

Newbies are often afraid to show their weak points. If you do not perceive the information by ear, ask to repeat it and write it down.

If you find it difficult to communicate with strangers – keep communication to a minimum. Do not forget, then you have to maintain the image.

If you are afraid of losing your sympathy, remember: you came to work. The main thing is to be respected as a professional.

Of course, you shouldn’t shy away from communication. Behave as usual, but don’t be too categorical – it’s always scary.

Didn’t calculate the time and was late

Leave the house 15 minutes earlier than you need to. And the best way is to drive from home to work in advance.

If you are late, this is not the end of the world. Apologize and explain the reason.

False Consensus Effect

This is one of the main mistakes that can happen to a newcomer in a team. The human brain tends to project its way of thinking onto others. We automatically assume that others think the same way as we do, although this may not be the case at all. Therefore, there are misunderstandings in the transfer of information – both oral and written.

When communicating with colleagues in the new team, explain the context of your messages. “Check your watch” to make sure you are talking exactly the same thing. Each has its own quality standards, working tools, habits. Transferring to a new team the standard to which you are accustomed in the previous place, and explaining it with the phrase “And it was like this with us …” is the same as going with your charter to a strange monastery. And the concept “with us” is now here for you, and not in the same place, although this awareness does not appear immediately.

Remember that your coworkers may think very differently. For example, you might think that after each meeting, the manager conducting the meeting should write a short summary letter to everyone who attended the meeting. And in the company nobody did that before you. To avoid misunderstandings, discuss with your colleagues the benefits of such emails.

And the most important thing. You came to this company to work, and not to make new friends and charm others. Your manager will first and foremost evaluate the results of your work. Be kind, but don’t try to please everyone. Be curious about what is happening, but don’t go over personal boundaries. This is the best way to get comfortable in any team.

First work day

During this period, the program invites the team to do the following:

Analyze his job responsibilities with the newcomer.
To acquaint him in detail with the internal labor regulations.
Tell about corporate traditions, rules, private moments.
Introduce the structure of the organization.
Conduct the necessary briefings: safety, first aid, fire safety, etc.
Provide a list of all possible communications, contacts that he may need.
Presentation of dress code rules.
Acquaintance of a newcomer with immediate supervisors, colleagues.
Tour of the place of work: show canteens, restrooms, resting places, etc.

Methods for successful adaptation

Employment practice knows several methods of adaptation of new employees. The most famous are:

Informal support – is the direct support of the employee. The method requires a lot of time and energy for the personnel manager to acquaint the employee with all the intricacies of his work.
Corporate PR – provides for the development of a manual that will collect all corporate rules and standards
Briefing in departments – getting to know each department separately with the help of accompanying persons

Introduction to the nuances of the company
Mentoring
The website is an increasingly popular adaptation method. The site allows you to collect together all the information about the company’s activities, methods, tools and rules of work
Team training – provides for a joint discussion of mutual claims, grievances and discontent, during which there is a search for solutions to various controversial issues, better recognition of each other by employees

A detailed examination of each type, you can see all their benefits. Let’s take a closer look at mentoring. The method has gained fame since antiquity. Its effectiveness has been proven over time, and the advantage is the lowest labor costs, as well as strengthening relationships within the team. The essence of the method is that the company’s employees independently conduct training for a beginner and organize his activities.

There is another adaptation method – coaching. Unlike mentoring, coaching is designed to unleash a person’s potential abilities and thereby maximize their impact.

The method is based on the fact that the potential of the employee is much greater than it manifests itself in life. The coach’s activities are aimed at unleashing this potential for the benefit of the company.

This method also saves time, since coaching is not done in a specially designated period, you can devote time to it during the main work period. Mentoring and coaching are different methods, but in no way are they mutually exclusive; on the contrary, they complement each other. In tandem, these two methods show excellent results.

Decided that you couldn’t do the job

I don’t understand anything at my new job, I make mistakes, I’m afraid not to cope – these are very frequent impressions from the first day.

Chances are, you just had high expectations. But the first day is not easy for everyone. Too much information, impressions, excitement.

Feel free to write it down. This will make life much easier, really.

Didn’t ask questions

This is bad. Ask about everything. If it seems like there are too many questions, just ask different people.

Find out if there is a dress code, what are the rules of conduct in the company. See how employees communicate with each other. Ask the name of everyone in your department.

First week

Your main task for the first week in communicating with colleagues is to remember everyone, to understand who is who and how you interact with them. Colleagues should also remember you and understand what questions they can ask you about.

At this stage, you should not push out your talents, even if you already see that you are more experienced in something than new colleagues. At first, take a more observant position and express your opinion within reasonable limits, especially if no one asked about him. It is much more important to prove that you are interested in work tasks, that you do not mess around, but delve into the processes in detail and learn new things – these are the most important signs of a real professional in any position.

Ask questions. The main rule of communication for the first week: “If you don’t know, ask.” Ask about anything that causes you even the slightest doubt. Even if it seems to you that these are stupid questions, remember, you have an indulgence – you are new here! It’s better to figure out how to do it right than to do it at random. Everyone around you perfectly understands that you are a new employee, and even expects these questions from you.

If you have come to work in a new area for you and do not yet understand the process, ask someone from your colleagues to explain it to you step by step. It doesn’t have to be your boss or someone else in your position. It may be more helpful to talk to your subordinates or peers. Gradually, you will figure out how everything happens, how much it costs, how much time it takes to implement. If you are a manager, such conversations will help you optimize the processes that you conduct. Here, the fact that you are a beginner can even become a plus: from the outside, weaknesses are sometimes more visible than from the inside, when a person is used to everything and it seems to him that everything is going as it should.

In meetings, do not hesitate to take notes on the most important things. At first, there will be a lot of information that people around you understand perfectly, but for you – a dark forest. This is normal: you are here recently, you have yet to delve into many nuances, to understand the internal processes. This is especially true for large companies with a complex device. If something is not clear, but you do not want to interrupt the general discussion with your questions, mark these points to yourself and ask colleagues to bring you up to date after the meeting.

In the new circle there will always be someone who will sympathize with you from the first days and agree to take time for tips. If you do not know at all whom to turn to for help, ask who in your team was the previous “newcomer” before you – this colleague still has fresh memories of how difficult it was to get used to the new environment, he is best able to understand your feelings and, rather of all, will not be dismissed if you ask for help. In order not to distract a colleague from work, the easiest way is to ask him or her to accompany you at lunch and ask the accumulated questions in an informal setting.

Seek feedback. There is no need to approach your boss every day with a request to comment on your work, this is annoying. Come back after the first week (you can write a letter). Next time ask for feedback after the first month and then after three months. It is good when the company already organizes such meetings with each employee, for example, at the end of the probationary period. This is usually done by the HR department. At such meetings, they discuss your impressions of the work, give you an objective assessment and together outline possible ways of development and goals for the near term. But even if there are no such meetings, ask the leader yourself to meet with you. An adequate boss will never dismiss a newcomer and will find time for him.

First month

Watch your colleagues. Watch how they behave, how they solve work tasks, what is accepted in the team and what is not.

Understand responsibility and differentiate it. Don’t do tasks that others should be doing. There are teams where employees try to shove their business off to a newcomer. Learn to say a firm no if you are sure that this is not your function. And, conversely, clarify with a direct question whose task it is, if in doubt. In long-established teams, everyone is accustomed to who is responsible for what, and the boss can set a task “into the void,” knowing that the right person will pick it up. If it turns out that in a particular case you should have become such a person, because your predecessor always dealt with such tasks, but no one informed you about this, then, of course, you will not be guilty of this. But a conflict situation is assured.

Facilitating adaptation

Many successful corporations today pay great attention to the adaptation of a new employee to their team. This happens for a number of reasons:

the shorter the adaptation period, the greater the return on the employee’s work;
negative reviews of former employees who left due to a number of difficulties during the adaptation period – a serious blow to the company’s image;
mentoring helps to enhance the creativity of long-standing employees;
upon dismissal of an employee and looking for a replacement for him, the company will again spend funds on recruitment, training;
a detailed and effective adaptation program – a plus in the fight against competitors;
the friendly attitude of the new team is one of the main reasons for unlocking the newcomer’s potential.

Adapting to a new workplace is the most difficult and important thing in working life. At this stage, it is important for an employee to quickly and successfully get used to an unfamiliar team, in a new workplace, and the company should in every possible way promote this, and not hinder it.

Possible mistakes

You can not conflict with new colleagues, contradict the boss

You need to know what actions will be illegal:

you must not violate the established rules;
it is unacceptable to criticize or discuss someone;
you cannot compare your current place with your previous work, in particular, discuss working moments;
no need to conflict with anyone;
it is impossible to transfer the demeanor from one job to another, especially if the specializations were absolutely opposite;
you do not need to show off your abilities and intellectual data in front of people;
you cannot bend under the pressure of colleagues and abandon your principles;
no need to dwell on your mistakes, treat them like experience;
do not be overly active or passive;
no need to rush to draw conclusions, it is better to weigh everything;
You must not forget about your well-being and health;
no need to suck up to someone, flatter;
you cannot be overly self-confident;
it is unacceptable to comment on the decisions and actions of the boss.

Now you know what adaptation at work is like. You need to be prepared for the fact that the process may be protracted. Be patient and realize that all people go through this at some point in their lives.

Experience of foreign companies

Leading organizations often use the experience of foreign companies in their work, using the following adaptation methods:

Secondment. The method involves the exchange of employees between different departments or organizations. This is done to exchange experience, improve qualifications, and master new skills.
Buddying. The method is considered social and consists in mutual support and mutual assistance in completing tasks. As a result, relationships within the team are improved, and efficiency is increased.
E-learning. Training is carried out using electronic gadgets that are adjusted to the level of knowledge and skills of the employee. As a result, the beginner receives only the level of information he needs at this stage, which speeds up the mastery of the material.
Job Shadoving. With this method, the newcomer is assigned to an experienced employee, accompanies him throughout the day and discusses all working moments with him.

Opinion polls show that some companies (8%) devote unforgivably little time to adapting a new employee, another 12% are just beginning to think about this issue. Still, most companies perceive adaptation as a necessary element of doing business.

I tried to prove that I was smarter than everyone

Professionalism does not need to be proven – everyone will understand what kind of specialist you are. But telling everyone who wants and does not want to know about their achievements is not very correct. So you will sooner prove the opposite.

You will be able to voice the incidents from life later – be patient.

How to make a good impression without crossing personal boundaries

Behave naturally. Don’t try to pretend you are not.

Be polite. Observe the rituals established in the collective. If you see that colleagues are collecting a gift for someone in the department, offer to participate. Don’t come up with revolutionary ideas right away. This is not welcome in any established team.

Less emotion. Try to think rationally rather than emotionally at work. Something happened? Turn off your emotional response and figure out how to fix the problem.

Remain neutral. Most likely, after some time you will find friends and allies here. The same as opponents. All in good time, but stay neutral first. It is possible that the team has ongoing conflicts and other complex relationships that you do not yet know about, and there are intriguers who may try to immediately drag you into this completely unnecessary story for you.

When communicating with colleagues, do not ask them about their personal life. About yours, too, should not be told in detail. Do not participate in office intrigues and do not get interested in gossip, especially if you work in a female team. Instead, offer to discuss plans for the weekend or a new movie in the cinema.

Causes of mobbing

When a lot of tension accumulates in the team itself, but there is no way out for this tension for a long period, then it may well “shoot” at a new person who is not so familiar, and while he is more like an object, because relations have not been formed.
The bosses do not know how to lead people, set goals, strategies and prioritize, therefore, they can affect the microclimate among employees.
Incorrectly established communication channel of management with subordinates, in this case, the possession of any information causes the illusion of power in one of the colleagues, which he will manipulate.
When a company is in crisis, sometimes the persecution is arranged artificially, so that at the end of the probationary period you would like to quit yourself, having worked pretty well the allotted time, giving all your best. Or to say that you were not selected because you did not cope, but this is in the case when there are too many unjustified claims from the management to you.

Conclusion

That’s all, dear readers! Finally, I would like to recommend reading my article “Methods for diagnosing motivation for success and the main ways to increase its level”, and then, relying on internal resources and knowledge, you will easily pass the adaptation period and all its types.

Sources used and useful links on the topic: https://rpb.ru/priem-na-rabotu/adaptatsionnyj-period-dlya-novogo-sotrudnika-skolko-raven-po-prodolzhitelnosti-i-chto-dolzhen-delat-rabotodatel- v-eto-vremya.html https://cosmeton.ru/karera/novaya-rabota-sovety-psihologa.html https://Qvilon.ru/psihologiya/adaptatsiya-na-novom-rabochem-meste.html https: / /naimtruda.com/rekrut/adaptiv/adaptatsionnyj-period-novogo-sotrudnika-po-prodolzhitelnosti-raven.html https://ourmind.ru/kak-adaptirovatsya-na-novoj-rabote https://GorodRabot.ru/article / 403 https://changellenge.com/article/chetyre-shaga-dlya-adaptatsii-na-novoy-rabote/ https://hh.ru/article/301529 https://BusinessMan.ru/adaptatsiya-na-rabochem -meste-vidyi-sposobyi-periodyi.html https://PravoDeneg.net/trudovoe/adaptatsionnyj-period-novogo-sotrudnika-po-prodolzhitelnosti.html https://psycho4you.ru/delovaya/kollektiv/adaptatsiya-na-novoj-rabote

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