first day

1. Employee

The first working day is the most important and most difficult from a psychological point of view. The way you behave on the first day, will depend on how will shape your relationship with colleagues in the future. It is pertinent to recall the popular saying: "Gently floats - so hard to sleep." In this case, it reflects well what should be your behavior in the new organization at first, but it must be extremely diplomatic.



In the first working day of the team leader must submit his new employee. More skilled workers must enter a new colleague in the course of the case. There is no denying the fact that there are people who take pleasure at the sight of suffering a new employee. Your task - to give them as little as possible pleasure. However, the new employee should not in any difficulty distracting colleagues from their own affairs. Everyone has their responsibilities, so do not ever pull someone interfering with his work. Try to be observant and take note of how others solve various problems.



No matter how highly skilled you are, good relations with people in the team play an important role. To a newcomer in the team will first look around and can be biased. Immediately show that you are punctual - do not be late for work and not leave the workplace before the end of the day. Do not muck about with no need for the study.



In the early days of you need a friendly greeting and a short polite and friendly contacts. This is the beginning of the working day helps to forget problems in the home, to overcome the painful experiences of traffic inconvenience, it is easier to enter into a normal state. Do not enter a new employee in the intricacies of personal relationships between some members of the team. The form of treatment for all employees of the organization depends on tradition and the personal preferences of each, but decided not to apply to anyone by name.



Educated people are always interested in the affairs of their colleagues. Their successes should be genuinely happy, and failure to disappoint. Personal insults, likes and dislikes should not affect business relations with colleagues. Do not annoy colleagues with tales of their concerns and personal woes.



Workplace employee can also tell a lot about him. Educated people will never cause others to admire the mess on his desk. Women should not engage in make-up at the workplace, especially if the office is a few people. Do not think of paper on someone else's desk, do not look there. Not long Keep personal calls on business phone is not permitted to listen to other people's telephone conversations.



If someone comes to you, immediately take a person to this account. Try to remember his name, softly repeating to himself. If you are not sure of the name, ask the man immediately called him. Listen to everything you say, highlighting particularly interesting to continue the conversation. If the conversation is nothing interesting, try to grasp at least for something. If someone is you, look first at the person to whom you represent, and then to someone who is. The only acceptable physical contact in the business world is a handshake. Little attention is paid to a handshake, though it is almost universal and also very important for perception.



Friendly handshake firm, but painless, accompanied by a look in his eyes and smile made his right hand, lasts no more than two or three seconds. No need to shake his hand all the time that you represent, and use a handshake to attract people to himself.



The handshake must be performed in the following situations:



-if the other person offers you his hand;
-If you meet someone;
-if you greet guests or hostess;
-if you renew acquaintance;
-If you say goodbye.

During the talks should not only listen, but also to look carefully listening. This is achieved by using body language. Look at the speaker, leaning forward.



During the conversation:



-not throw his shoulders back, but do not stand at attention;
-not fold one's arms;
-Do not tell long boring stories;
-not see how other people move around the room, while someone speaks to you;
-not overfill your conversation unintelligible and mysterious words.

In full competition, the business world is not enough to be polite. Must be prepared for crisis management, personal conflicts, criticism and other problems, when people gather in one place to perform any work.

If you are a leader, and according to his office to coordinate the work of subordinates, it may happen that someone has done his job properly. In this case, not to avoid criticism. However, here one should pay attention to a few rules:



-Criticize only in private and in any case not before witnesses;
critic problem, not a man;
-specifically;
-purpose of criticism - to improve the work and not destroy confidence.

Perceiving the criticism, do not dodge and hide. If the criticism unjustified, you may say so, but only quietly. If the criticism goes into making personal insults, do not respond the same.



Educated people always note that the colleague today looks good. And again, before making a compliment, remember the rules:



-Be honest;
-Be specific;
-Compliments to speak in time;
-Do not make comparisons.

Taking Compliments:

-just say "thank you";
is not being modest and not say something like: "What nonsense!";
-Do not say you could do even better with more time;
-not upgrade a compliment on his side.

Be careful to colleagues. If someone is sick for a long time, call him or visit. Try to join the team. If the work to drink tea or coffee, Happy Birthday, participate in all activities, help in their organization. Those who collect money for the birthday gift, do not insist, if someone of his colleagues refused to take the money. In response to the greetings are usually invited to a feast, but not desirable to arrange too lavish celebrations in the workplace. Do not try to impress others for his generosity and culinary talents.



alt2. Head of

Typically, a newcomer to the organization is faced with many difficulties, the bulk of which is generated by the lack of information on the order of work, location, features of colleagues. Special procedure for the introduction of a new employee in the organization can contribute to addressing many problems at the beginning of the work that eventually will yield positive results in the form of increased productivity of new staff, improve the emotional condition of the collective as a whole. Because, as practice shows, 90% retired from work during the year made this decision on the first day of work.



The process of adaptation - a two way process. On the one hand, the fact that a person has joined the company, it is a conscious choice, based on the specific motivation of the decision, and the responsibility for this decision. On the other hand, the organization takes on certain obligations, hiring an employee to perform a specific job.



In the process of adaptation of the employee in the team is divided into four stages.



The first stage - assessment of the level of training a beginner. It is necessary to develop adaptation programs. If an employee has experience in the relevant structural units, the period of its adaptation will be minimal. However, since the organizational structure depends on a number of parameters, the beginner will inevitably falls into a strange situation for him. Adaptation should include familiarity with staff, particularly communications, rules of conduct.



The second phase - orientation. Phase involves practical introduction of a new employee with their responsibilities and requirements that are presented to him by the organization. Typically, orientation program includes a series of small lectures and excursions, in the course of which must raise questions about organizational policies, pay, fringe benefits, safety, economic factors, procedures, rules, regulations, reporting forms, work duties and responsibilities.



Third stage - an efficient adaptation. It consists in the adaptation of a newcomer to their status and is largely driven by its inclusion in the interpersonal relationships with colleagues. As part of this phase is necessary to give a newcomer the opportunity to actively work in various areas, checking on his acquired knowledge about the organization.



The fourth stage - the operation. This step completes the process of adaptation, it is characterized by the gradual elimination of industrial and interpersonal problems and the transition to a stable job. When spontaneous development of the adaptation process, this stage comes after 1-1,5 years of work. If the process is regulated, the stage may be months.



Reducing the adaptation period would bring about larger financial benefit, especially if the organization involves a large number of staff.

The program of adaptation comprises three main areas.



1. Introduction to the organization. This is a fairly lengthy process, which occupies the first 1.2 months of work.



Organization - is identifiable social community, whose members pursue shared by all the multiple long-term goals, relying on an informed and coordinated action and interpersonal relationships. When deciding to join the organization, a person determines that he can make - skills, actions, capabilities, capabilities. If you have chosen an alternative organization that has values and beliefs close to man. Employer attracts staff to perform certain tasks and at the same time captivates him as a person. Expectations of employee and employer from the date of entry into the organization will represent a compromise. Any organization is based on compromises.



Even before the decision to adopt the proposed work of people trying to imagine what it would be. Reduce the painful uncertainty in the first days of work, you can only rapid assimilation of all the relevant information. If you are left to themselves, the collection and analysis takes months. Therefore, output can be only one - to adjust, adapt and adapt again.



The process of entering employee in the organization, researchers are divided into four stages.



Stage 1. Waiting. Phase precedes the actual entry into the organization. Less able to learn at this stage, the higher the likelihood that do not have long to linger in the organization. The employer is interested in telling the truth during an interview in the selection for the position.



Step 2. Formal entry. What is more important for the individual social security system of structured relations and a strong position, the more readily assimilated by the formal tones of the behavior expected of him. A few hours recruits to explicitly or implicitly accepts the general goals of the organization, agrees with the tasks that must be addressed, etc.



Stage 3. Assimilation expectations colleagues. Informal values, norms and expectations are as important as formal. Through verbal and nonverbal signals of informal or friendly relationship acquired social support and support their individuality. Soon the group norms relating to work, tempo work, clothing, etc., are added to the understanding of the role to be played in the organization.



Stage 4. The completion of the accession process. By this time the employee should feel comfortable enough. It has been the stress of the entry; known formal and informal expectations, we contribute to the common cause. In turn, we obtain, as agreed in employment, regular wages. We can use verbal and nonverbal signals to persuade others to bring the formal requirements more in line with our expectations. Successful vzhivanie in social role should be to job satisfaction. The role includes both formal, technical, informal and personal expectations for the work. Some believe that the organization - is a collective of actors, playing roles in order to achieve a certain goal.



One of the staff joining in the role comes easy, others difficult. For this reason, performance of roles can never bring full satisfaction. It should take into account the probability of manifestation of certain situations involving role-playing adaptation.



The procedure for the introduction of the organization should promote the assimilation of adopted rules and regulations and to provide employees with the information they need and they tend to have. From the introduction of an organization depends largely on whether workers learn to be approved by the organization values, attitudes, whether they will feel a sense of commitment to it, or they have formed a negative view of the company. The planned work on the introduction of an employee in the organization requires to ensure its full information. An employee reported information about the organization's history, its prospects, policies and procedures, organization structure, organization of work units and their interactions, the order of work, number and location of units.



In the introduction to the organization provided not only the positive attitude of employees to a new place of work, but understanding of the functioning of the organization, clarify requirements and expectations of the company.



2. Introduction to the unit. The first conversation with a beginner is better to build in the form of dialogue, not in the form of directives from the head. Decision-makers must avoid the temptation to delegate someone else to procedure familiarize new employees with the unit. During the conversation with a newcomer, it is important to create conditions for a beginner to feel comfortable and asked him questions arise. His acquaintance with the work unit and with employees. Typically, the head of one of the employees asked to assist the new employee at first. To quickly solve problems and overcome difficulties that might meet a newcomer on the first day of work, unit manager may request to come to his office at the end of the day and share their impressions about how was his first day at a new workplace.

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3. Introduction to the post. Installation is the process by which a novice is transformed into a fully fledged member of the organization. With the help of effective procedures, it should go as smooth as possible and painless. New employee organization is transformed in two ways - change his behavior, feelings of loyalty and devotion to switch to a new object (employers). The individual begins to resemble the rest of the staff and behave like them.



Information that is necessary to inform the beginner:



-who is the immediate supervisor and supervisors;
-What are the requirements for working hours, which is considered late and early departure from work;
-who on the team, which enlisted a beginner, and what are the responsibilities of each of them;
-how to communicate with them a new member of the organization;
-what is the contribution of team work in the firm as a whole;
-what career opportunities are opening up in the firm;
as-planned professional development and professional growth;
-how the system of compensation, including salary, bonuses, paid vacations, pension program.

The second task induction procedure is to obtain from a new employee loyalty and commitment to the firm. This aspect of the program, which determines to a certain extent, the duration of his stay in the company. The tactics of the manager must inspire and motivate a beginner.



Supervisor of a new employee starts its communication with the newcomers, after a talk with him the head unit. He is responsible for his acquaintance with the work and the major functional responsibilities. Supervisor opens the main content of professional activities and the contribution which a new employee makes to the overall success of the organization. The manager must consider what measures could help the beginner gain the necessary confidence.



When installation is important to pay attention to the following questions:



Colleagues of a new employee and their tasks. Everything was being done for effective cooperation?
General type of tasks that he will perform during the first few days. Is the new employee to successfully implement them?