Mentoring
It involves assigning an experienced professional for the duration of the probationary period, who guides the newcomer through the process, gives advice and shares his or her knowledge.
This adaptation stage can last from several months to a year. During this time, the mentor not only helps the employee solve complex issues, but also advises him on current work issues within the framework of formal communication.
"Buddy"
The Buddy system focuses on creating a comfortable taiwan business email list atmosphere and support during the early stages of work. Unlike mentoring, Buddy often operates during the first two to three weeks. A new employee is assigned an experienced colleague who helps them get used to the new team, provides moral support, and helps them understand the informal aspects of the work.
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Stages of adaptation of a new employee
To better understand all the intricacies of adapting a new employee, it is worth considering in more detail all the stages of this process.
Pre-adaptation period
At this stage, the candidate is not yet part of the team, but his decision to respond to the vacancy directly depends on many factors, including the packaging of the vacancy and the company's reputation.
A study conducted by Habr Careers and the Hays agency shows that for 59% of respondents, studying reviews of former employees about a company is of primary importance. The same percentage of specialists actively search for information about an employer before applying for a vacancy. 34% of respondents are not inclined to consider an offer from a company with negative reviews, and 11% will categorically not respond to such vacancies.
An international study involving 200,000 people from various countries, including Russia, showed that 96% of employees who changed jobs always checked the reputation of a potential employer. Additionally, 91% studied at least one source to draw a conclusion about the company's brand before responding to a vacancy, and 55% of those who found negative reviews about the company did not submit their resume.
An important aspect of this stage is clarity and transparency in the description of requirements for the candidate and the presentation of objective information about the employer. Complete answers during the interview help build trust in the organization, and reliable data helps reduce the risk of the employee not meeting expectations.
Pre-adaptation period
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According to the same study by Habr Career and Hays, 20% of respondents rejected a job offer due to a discrepancy between the described and actual responsibilities, and 14% - due to ambiguity in the job description. Among other key factors that influenced the decision to decline an offer, applicants highlighted the inappropriate behavior of company representatives (29%), interview style (25%) and the personality of the immediate supervisor (20%).
Corporate adaptation
New employees are usually provided with a variety of information about the company: from its history and current market position to strategic goals and key business priorities. This also includes information about clients, partners and competitors, as well as the organizational structure and compensation policy. No less important are the company's mission, values and features of the corporate culture.
The next aspect is the rules of communication within the company. Understanding how to effectively communicate with colleagues and management contributes to the successful solution of work tasks.
Corporate adaptation
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An important part of getting to know the corporate culture is the welcome training, which can be conducted in the form of a personal meeting, a webinar or a pre-recorded video.
Don't underestimate the importance of a strong corporate culture for the company as a whole. It plays a key role in attracting and retaining valuable employees who need to feel part of a comfortable environment.
Research shows that up to 45% of employees leave companies because their personal values do not match the organization's corporate culture.