When starting a new work experience, the expectations that arise from both the employee and the company converge and both have the intention of finding added value in the performance of the entrusted position.
The company seeks a talent capable of making a significant contribution to the fulfillment of the organizational objectives and purposes, through its contribution to a management that allows adding value and making a difference compared to other candidates with the same human, academic and professional qualities and qualities. For its part, the new collaborator includes in his expectations the search for a work space that allows him to contribute his knowledge and skills to be able to live an experience where he obtains recognition for his task, but also for the results, which allow him to continually challenge himself in the business daily life.
When hiring a new collaborator in the first months of employment, the company must take into account some of the following factors:
- Understand that the selection process carried out for each of the positions involved time and money for the company and therefore the idea is that the new person who joins has success and permanence; that her co-workers are a support to the new member and allow her to join the work team. We know of cases where people who are new to work teams are seen as potential competitors and therefore are not given help or support and, on the contrary, quickly look for a way to make them resign or be removed from the organization.It also often happens that the newcomer does it instead of another collaborator who was appreciated and therefore the mourning for the previous occupant must be worked out jointly in this the immediate boss has a great responsibility in this process that allows making a transition that results productive for both the work team and the newcomer to the position. Ensure an induction process that includes the core aspects required for them to know the company. The first weeks in the company requires offering enough information to contextualize the new member in the business culture, identify the strategic platform that guides the organizational management and the main functions of the position.Receiving and signing the description of their position will allow clarity of their framework of acting,to know your tasks and activities but also the results that you must deliver. This document becomes your blog that will give you clarity about the resources you have and what you need to be successful in the management for which you were hired; It will allow you to know the courses and training processes that you must receive from the company or that you must certify to be considered suitable to perform the position. The immediate manager must follow this process to ensure that he has the knowledge, skills and attitudes required to successfully develop the position for which he was hired.This document becomes your blog that will give you clarity about the resources you have and what you need to be successful in the management for which you were hired; It will allow you to know the courses and training processes that you must receive from the company or that you must certify to be considered suitable to perform the position. The immediate manager must follow this process to ensure that he has the knowledge, skills and attitudes required to successfully develop the position for which he was hired.This document becomes your blog that will give you clarity about the resources you have and what you need to be successful in the management for which you were hired; It will allow you to know the courses and training processes that you must receive from the company or that you must certify to be considered suitable to perform the position. The immediate manager must follow this process to ensure that he has the knowledge, skills and attitudes required to successfully develop the position for which he was hired.The immediate manager must follow this process to ensure that he has the knowledge, skills and attitudes required to successfully develop the position for which he was hired.The immediate manager must follow this process to ensure that he has the knowledge, skills and attitudes required to successfully develop the position for which he was hired.Have the indicators that allow you to measure the results of your management. It is not enough to do things, it is necessary to recognize the results and therefore the newcomer must also be clear about the expectations that the organization has regarding its performance, know the deliverables by which it will be measured and this leads us to the need to design, formulate, measure and monitor the key indicators for your position. These indicators must be known by both the employee and the work team and, of course, by the immediate boss who will be responsible for monitoring and giving the respective periodic feedback to achieve the expected result. Receive the accompaniment of your immediate boss that allows you consolidating your management in the position will make a difference compared to organizations that, when the new member of the work team arrives, does not even have a place to sit,no equipment to work with and in many cases none of their new colleagues knew that a new coworker was entering.The immediate boss must prepare the arrival of the new member and accompany him or assign someone to do it during the first weeks while he receives the induction to the position.
The first months in the company and in office allow the new employee to identify key aspects of what will be the context in which they will develop their task. Among others you can recognize:
- The organizational culture. Incorporating new patterns in their way of doing things is not easy, especially because it implies adapting to a history of which they are beginning to be part and therefore they must accept the symbols, myths, stories and paradigms of the business culture, it is about recognize whether or not it can adapt to the organization's own style. The first months will allow you to recognize the type of culture in which you are and at the same time recognize the own values that are lived in the company. The work environmentIt is very important in this first stage of business working life, it is a time to recognize each of the team members, including the boss, identify how they are treated, the environment that is breathed and if it is a space where worth working. Business values and their relationship with their own. This aspect is key in the adaptation process because the ethical component appears permanently in the judgment we make of the tasks we carry out, the relationship we have with clients and suppliers and especially in integrity in the face of the promise of value that we live in daily management, from the arrival time, the recognition of the other's task to the product that we deliver to the client. The work team.The consolidation of relationships with the other members of the work team is fundamental in the understanding that results are not obtained individually but require the participation and collaboration of others. Individual contribution is important for collective success, it is about understanding that each of the members contributes in a significant and differentiated way in the construction of products and services that will be valued and rated by our internal or external clients. The complexity of the position. Regardless of the hierarchical level to which the new collaborator enters, we can always recognize that if we have linked a person to that specific position, it is because we hope that their contribution will be valuable in the results of the area and the company.
At the end of this adaptation time, it is necessary to review the central aspects that allow both the collaborator and the company to identify the aspects that must be maintained, those that must be improved and those that must definitely be modified to ensure success in the entrusted management. These factors, which may be relevant when deciding the employee's permanence in the organization, must be evaluated jointly (finally the decision to join the company was also joint).
Some of the aspects that can be reviewed in the ASSESSMENT OF ADAPTATION TO THE POSITION are:
- Punctuality in the fulfillment of their tasks Adaptation to company standards, guidelines and policies Relationships with colleagues and superiors Knowledge required for the proper performance of the position Acquired knowledge of other processes and the company Responsibility in the execution of their work Internal and external customer service Proven initiative and innovation Work efficiency Adaptation to the position It refers specifically to the adjustment it has had to new work situations, culture, climate and values.
At the end of the evaluation process, improvement plans may be established that allow both the worker and the company to adjust the aspects that will lead to better performance and the formulation of a skills development plan aimed at consolidating the management that is carried out in accordance with the current commitments made when signing the employment contract. This process is an invitation for the first performance evaluation to review again the commitments mutually acquired between the employee and the company.
I hope that these ideas serve as a point of reflection for those who have the responsibility of starting the processes that allow consolidating initiatives aimed at ensuring the retention of talent in the organization.
