Last update: 19 September, 2019
Technology is advancing at breakneck speed. The speed with which we communicate with each other, with which we move, with which we tune in, with which we open and close stages, eat and cook. On the other hand, the working world is no stranger to this dynamism, in fact there are many people who accumulate experiences in various companies in their curriculum. They go in and out, because the new entrepreneurs understand that workers, however indispensable they are, are always replaceable. In this article we try to understand what are the three strategies that allow you to integrate into a new job with responsibility and success.
Entering any organization is always a complicated process. Many times there are explicitly defined norms and in all of them other unwritten norms govern, but which all employees accept and comply with. Not doing them is not a reason for dismissal, or at least, usually it is not, but putting them in place is a sign of adaptation and good functioning, and it is advisable to integrate into a new job successfully.
Integrate into a new job successfully
Observe what is happening around
The first tip for successfully integrating into a new job is observation. Observe how people in such a post behave: if they "survived", it won't be a bad idea to imitate them at first. It is also important to observe the communication model of the company and replicate it, both with superiors and with subordinates.
In this sense, from observation comes identification. That of the virtues and defects of the new job. That of the roles of everyone in the office or in a small department: the optimist, the helpful, the surly, the worker, the helpful, the selfish, the interested ... This will take you to the last of the important identifications, those of needs . Think that if in addition to carrying out your work, you are able to bring a human contribution to the company, it will be more likely that you will be more valued.
Try to understand the work of others
The second way to integrate into a new job involves attention to relationships and sensitivity. The people above you in the organization chart are important, but those on a lower level are even more important. Many times, in one way or another, they are your team thanks to which your work is efficient or, conversely, a bane. You depend on them, and the higher you are, the more you depend.
Try to understand how they do it. Don't assume, ask. Try to put yourself in their shoes if one day you get the chance. You won't get a better perspective on what is acceptable and what may be exaggerated or inaccurate. Also try not to make decisions for them or for their good and abandon any fatherly initiative that comes to mind. As for the decisions that match their role, don't forget that no one knows better than them. Listen to them and count on them to make changes. In this way you will more easily obtain their commitment and strengthen the bridges of communication.
On the other hand, you will avoid making a mistake: adopting inappropriate measures due to the fact of not taking into account variables that are ignored or whose subjective value is miscalculated. For you, eliminating a five-minute rest may not have a lot of weight, but for a worker it can be a lot, for example, he can use this time to disconnect between two very heavy tasks.
Learn to motivate those around you
The third tip for integrating into a new job is about motivation. In that sense, remember that a bad motivating policy can be much worse than having none in place. So, one of the most common forms of motivation is recognition: what we all need the most. This form of motivation has nothing wrong with it, on the surface. We value what a worker manages to do well, and as “bosses”, we will have the opportunity to ask him for an extra effort where he can improve.
However, for a motivation to be efficient (and not end up demoralizing the worker) it must be appropriate over time. That is to say, motivation is a process, not something that is achieved overnight. You will be wrong if you try to sow and reap at the same time, if you only pat on the back when you need someone. Think that, when we recognize this strategy in others, we forget what they tell us at the beginning and we only wait for the request, therefore this strategy can go against us. "And this here, now, what will he want?".
Another key ingredient in making your motivation strategies work is adaptability they should be specific and not general. Forget phrases like: "I like your job", "you are the best", these clichés are easy, but unproductive in the long run. They are clichés, from the textbook and do not imply a real evaluation of anyone's work. “I'm the best… but, what do you like about my job? Why do you think I do it well? ”.
Unfortunately, this is much more common than we think: the costs are few and the results in the first instance are not so bad. The problem is that the manipulation is usually very crude and the person will not fail to identify these assessments as false and impersonal. And… who likes to be manipulated? Valuing work in this way implies telling the worker in some way that what he does has so little merit and difficulty that you have not even committed yourself to understanding it.
Perhaps these are the most psychologically important tips for successfully integrating into a new job. Understand that performance is the consequence of many factors, and especially the human factor. And for this, we should take care of it and seek honesty on a communicative level.
