What if the newcomer feels inappropriate?

Although there are various so-called personal reasons for the loss of new employees, many of them are still caused by reasons such as not being able to adapt to the job as soon as possible, not having a sense of accomplishment, and not being able to integrate well into the team. However, what is the reason that new employees can't adapt to work quickly, have no sense of accomplishment, and can't integrate into the team quickly? Is it because we didn't finish the recruitment work well and recruited inappropriate talents? Or is our training work not done well, resulting in new employees not knowing their jobs? Enterprises should put an end to the loss of new employees from three aspects: new employee recruitment, new employee training and career planning, so that new employees can adapt to work faster, integrate into the team and play their own value.

Recruit suitable talents

Whether new employees can quickly adapt to their jobs and integrate into the team depends largely on the quality of recruitment. If the newly recruited talents are all suitable talents, then he can adapt to the work quickly, and vice versa. How to ensure that enterprises can recruit suitable talents? We can start from the following aspects:

1, evaluation of corporate culture adaptation and identity

It is impossible for employees who don't agree with corporate culture to actively create value for the enterprise, and it is difficult to settle down in the enterprise. As a recruiter of an enterprise, you need to have a good understanding of the enterprise's goals, strategies, culture and values, and use this as an important basis for evaluating candidates in the recruitment process.

Generally, we can test the creativity, ability, control ability (that is, the ability to promote change) and service consciousness of different groups through simulated scenes and collective discussions. We can divide this group according to the standard of performance. Through the test, we can clearly see the deviation of corporate culture and find out the types of employees suitable for enterprise development.

2. Evaluate the applicant's working ability.

In the recruitment process, the recruitment manager usually designs the recruitment process according to the professional knowledge and required professional skills corresponding to the position in the job description. Usually, candidates whose majors are not right will be eliminated at the first time, and the work skills and experience are almost a blank sheet of paper for candidates who have just left school. At this time, they can only see some differences in general ability, such as expression ability and writing ability. But talking doesn't mean being capable. Therefore, it is only a matter of time before some people who are not qualified for their jobs are elected or defeated. Profession is important, but it can't be ignored that the qualities required by the post, such as good attitude, serious sense of responsibility, perseverance, etc., are even more important than major.

After the recruitment and selection, the next step is reasonable distribution. How to put the right person in the right position? It is also one of the important factors that newcomers need to consider when deciding whether to stay or not. In short, enterprises need careful planning and operation in recruitment, selection and configuration, and any careless move will lay the groundwork for the loss of new people.

Effective training and career planning are important means to retain new people.

1, the supervisor is the first person responsible for training new people.

The most important purpose of training new people is to integrate them into the corporate culture. To use Lenovo's words, we call it "entering the model", that is, no matter what his background, history or company he comes from, we will strengthen his training, so that he can quickly adapt to the company's organizational culture and everyone speaks with the same voice. In fact, this is the most important purpose of induction training for new employees.

Then, we should design reasonable training content. The training content can be designed according to the actual situation of the enterprise, but it should include the following four basic contents: organizational structure, employee welfare and personnel system, job responsibilities, enterprise products and related business knowledge training. Through the training of sex courses, new employees can increase their understanding of the enterprise; Through the training of professional courses such as job responsibilities and workflow, employees can adapt to work as soon as possible; One of the most important cultural feelings is the feelings of line managers and old employees. They are the window of corporate culture, and their attitude towards newcomers often makes them re-examine corporate culture, which is another important factor for newcomers to decide to stay and think. Therefore, the first person responsible for training new employees should be the line manager.

2. New employees also need career planning.

As we all know, career planning plays an important role in mobilizing employees' enthusiasm and improving their loyalty. But when it comes to career planning, we think of senior employees in the enterprise, and the career planning of new employees may not be recognized by many people. However, career planning is equally important for new employees, which requires our company to actively explore career planning for new employees and study various methods of career planning for new employees.

I think the new employee's career planning method is to provide a challenging initial job. Most experts believe that one of the most important things an enterprise can do is to get a challenging job for new employees. In an American telegram (AT & amp； T) It is found that the more challenging the initial work of these employees is, the more efficient and successful their performance will be, even among the old employees who have worked for 5-6 years. Providing challenging start-up jobs is "one of the most powerful and simple ways to help new employees realize their career development".

If an enterprise wants to make new employees adapt to the work quickly, integrate into the team, and give full play to the potential and value of new employees faster and to a greater extent, it must first start with the recruitment work, and ensure that all the people recruited are suitable talents who can adapt to the needs of the work and agree with the corporate culture of the enterprise. Secondly, it is necessary to conduct necessary induction training for new employees, so that new employees can further understand the enterprise, be familiar with relevant business processes, master relevant work skills and identify with the corporate culture of the enterprise. At the same time, in the process of induction training for new employees, enterprises should pay attention to the cultivation of feelings, show the sincerity and enthusiasm of enterprises, and let employees have a sense of belonging at home. Finally, we should do a good job in career planning for new employees and provide employees with multi-channel development space and challenging work in combination with their own needs.