Every person went through the process of adaptation. The least pleasant and serious is the adaptation after birth. You have to adapt to any changes: place, people, regime, duties, status, etc. This process is very painful, and it is especially difficult for subtle and vulnerable natures to perceive it. Kindergarten, school, college, college, young family… All this needs to get used to and come to terms with the new role. The process of adaptation of personnel differs from the adaptation of schoolchildren in that these are conscious actions, and they need to be approached accordingly.
What is adaptation?
Adaptation is the process of adapting to the variability of the external world, leaving the comfort zone. It must be said that this is a basic function, and all living organisms have the ability to adapt to new conditions.
This process is less painful at an early age, and over the years this ability is somewhat dulled, ossified. Of course, it depends not only on the years lived, but also on the personality itself. Someone even in old age likes to learn new things, experience earlierunknown emotions, take yourself out of your comfort zone, and someone at the age of twenty is afraid of the slightest change, and a sofa shifted by ten centimeters can disturb their peace.
Adaptation is easier for those individuals whose brain is more plastic, since in this case a person relies not on his habits, but on his own mental abilities and the ability to act outside the box in a new situation.
Professional adaptation
Perhaps, this is one of the most conscious types of staff adaptation, as it is done by a mature person. Adjustment to the profession is not only the possession of the necessary skills, but also the adoption of norms, rules of conduct, the necessary schedule and other components of the role.
Professional adaptation is almost always accompanied by a social one, since you need to adapt not only to the profession, but also to people, accept the established working life and successfully combine these two processes. After all, it happens that a person has perfectly joined the team, everyone loves him, it’s boring without him, but he never became a master of his craft. An absolutely opposite situation happens when the professional qualities of a person are quite high, but he failed to join the team.
To avoid similar and other problems, various methods of staff adaptation have been developed, which are aimed at accelerating this process, avoiding psychological trauma for the newcomer and problems for the entire team. With the correct use of techniques by the mentor, the process of infusion into activities occurs as soon as possibleand prevents such an unpleasant phenomenon as staff turnover.
Adaptation system
Personnel who have been working in an organization for several years also sometimes need to be adapted. The reason for this may be a change in the head, location, transfer to another position, computerization and development of new programs, reorganization, etc.
What can we say about newcomers who are just beginning their duties? This applies to both young professionals who have graduated from universities and those studying in personnel school.
For this, several tricks and methods have been developed to reduce 3-4 months of adaptation to 1-2. It also depends on what strategy the new employee adopts: develop as a specialist as much as possible, and only then establish friendly relations with the team, or first get friends and support, and then delve into the essence of their position.
The inveterate careerist needs to be more intensively introduced into the society of colleagues, and the "soul of the team" should be spurred on to master the necessary skills faster.
Artificial selection
Adaptation of personnel and the success of the company directly depends on the psychological compatibility of people. Of course, professionalism is a serious anchor and core for a successful role in a group. It is worth noting that, unlike talent, it is not given to a person from birth, it needs to be developed.
Introverts better achieve the desired level alone, trying, feeling, listening. If they ask questions, then strictly on the case - only what cannot be reached alone,or if it takes a long time to do so. Thus, all the information obtained during personal experiments will be securely fixed in their minds. It is these employees who most often bring rationalization proposals into production, thanks to which the adaptation process becomes mutual
Extroverts learn best by asking, observing and interacting. Often they need a mentor who will control every step and oversee the implementation of particularly difficult tasks. Such individuals work well in a team.
Unfortunately, even the most experienced HR-manager cannot find the staff so that there will be no problems in the future. The human nature is so arranged that even in the most successful team there is a leader and an outsider, someone will be better, someone behind.
Adaptation is an adaptation that involves not only changing some personal indicators, but also resigned acceptance of what you cannot change.
Main Tasks
Quick labor adaptation of personnel is beneficial for two parties at the same time: both the employer and the new employee. It's no secret that the adjustment process can often be painful, due to shifting priorities, disrupting daily routines, tapping into rarely used skills, and more.
Our brain is too picky, it won't work without a good reason. It can be a high salary, career growth, strong interest, the pursuit of prestige. Just at the moment when the newthe employee finds the main reason why he should work in this organization, his brain begins to work very productively. At the same time, while learning new techniques of the profession, he manages to establish internal and external contacts.
The adaptation process is a stressful state during which a person can show high results, but when the employee enters a normal rhythm, performance may fall. The reason for this is long-term adaptation, that is, stress.
The main task of professional adaptation of personnel is to bring a new employee up to date in the shortest possible time and reduce the number of professional mistakes and shortcomings. This will result in better performance and less employee turnover.
Types of adaptation
Adaptation of personnel in an organization can be divided into several types:
- professional - familiarization with the position of young professionals and experienced employees who have changed jobs or transferred to another position;
- psychophysiological - getting used to the level of comfort, physical and moral stress;
- organizational - familiarization with the structure of the organization, customer base;
- socio-psychological - establishing friendly contacts with colleagues;
- economic - getting used to the size of wages and the distribution of their resources.
Stages of adaptation
1. Familiarization. This is the process of assessing the environment by a new employee, familiarizing himself with his duties in thisorganization and analysis of their capabilities.
At the end of this stage, you need to weigh everything and understand whether you can continue to work in this organization or whether you need to look for a new job.
The manager, in turn, also looks at the new employee and decides whether he fits the position. That is, there is an assessment of the adaptation of personnel.
2. Adaptation. The stage following familiarization. During this period, the new employee adapts to many of the nuances that are revealed after a few months of work, there is an assessment of their ability to work after several months of work.
3. Merging. The result of full introduction into the group and positioning yourself as a full member of the team. Characterized by mutual satisfaction and planning for further activities.
Importance of adaptation practices
Any organization is interested in a smart, fast learner and productive employee, but how to become one if the trial period is coming to an end, and the new employee is worried about the duties assigned to him and is afraid to make the slightest mistake? This can only indicate that the adaptation process was unsuccessful, as not quite suitable methods were chosen or they were not used at all.
A competent leader knows that the fate of not only one employee, but the entire production will depend on his approval or censure.
Methods and programs of adaptation of personnel, the participants of which can be not only a novice andleader or mentor, but the whole team, there are many. Let's take a closer look at some of them.
Economic and psychological methods
Adaptation methods are divided into economic and psychological (non-production).
- Economic - these are various monetary incentives (salary increases, bonuses, etc.).
- Psychological is a model of the behavior of the employer and the formation of a friendly atmosphere in the team to unlock the potential of a new employee and his speedy adaptation.
Escort
The most effective method of staff adaptation, since all work is divided in half with a mentor. A new employee feels protected, in addition, the chances of making fatal mistakes by a young specialist are reduced. This method is energy-consuming, but is widely used in those professions where a specialist's mistake can lead to human casu alties (for example, pilots or machinists).
Instruction
This method can be called a list of rules. Often conducted orally or in writing in the most understandable language for a new employee. This is an important point, since a person, for obvious reasons, may not own professional vocabulary.
Instruction, although it is a mandatory moment of adaptation, but as an independent method it is ineffective, except for those professions where special skills are not required.
Organization website
Modern technologies have opened another method of adaptation for mankind - this is the organization's website. Therebyall information is collected in one resource accessible to all employees.
Having a website will also help weed out unsuitable employees before the resume is submitted.
Mentoring
This is the exchange of knowledge of more experienced employees with a newcomer. This method is the least expensive, since an individual employee does not need to reshape his usual schedule. In addition, in the process of mutual assistance, the beginner quickly adapts socially and quickly establishes connections within the team.
Team training
Very effective, but rarely used. It consists in the following: all employees gather in a training circle and discuss the results of their work: what has been achieved and what has not been implemented.
You are allowed to express all your dissatisfaction and rational proposals. Everything said (according to the laws of training) does not go beyond the circle, but it makes it possible to voice all possible emerging conflicts, throw out emotions, understand mistakes and draw conclusions.
At the end, a successful training turns into a kind of consultation to solve common problems.
Many leaders do not even try to implement this method, because it is they who are entrusted with the role of the leader, who must possess diplomatic qualities.
Advice to a new employee
- At first, pay more attention to professional adaptation than social.
- You need to join the team smoothly, you should not get into the soul of new ones yetfamiliar employees. Do not be surprised that at first you will be the center of attention, they will talk about you and evaluate you behind your eyes - this is normal.
- Know how to accept comments and not attach importance to praise. Reprimanding doesn't mean you're not a good fit as an employee - it's just a mistake.
- Try to arrive 10-15 minutes before the start of the working day. This makes it possible to calm down, overcome unnecessary excitement and tune in to fruitful work.
- Don't let the large amount of unfamiliar information scare you. You can learn a lot on your own on the Internet, and the rest from colleagues. Don't be afraid to ask!
- Don't compare your current job with your previous one, although this information pops up automatically to keep the conversation going. This is mistake. Nobody likes being compared.
- Leave your habits at home. Snapping your fingers, tapping them on the table, biting your nails (God forbid) are not the best manifestations of your Self.
- You shouldn't express your dissatisfaction directly, but you shouldn't openly praise every little thing either.
- If a collective tea party or other informal meeting of colleagues is planned, you do not need to refuse if you are invited. Don't force yourself to be persuaded.
- Don't refuse to help your colleagues if your professional skills are needed for the solution. But do not drop everything and run headlong to help. You may get the impression that you do not know your worth or that joining the team is much more important to you than becoming an experienced employee.
