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Difficulties in adaptation. Adaptation to the child's school - psychological and social

For many, the first days, weeks at a new job are the most stressful. New team, different requirements, different business relationships, tons of unknown information. At the same time, you need to try not to make stupid mistakes and show your best side. It is advisable to prepare for such a brainstorming session in advance. Therefore, we will consider the concept of "adaptation in the workplace" from several angles.

What is adaptation

Adaptation to a new workplace is the period of familiarization of an employee with a hitherto unknown activity, organization, team, regulation of his behavior according to unusual requirements.

According to statistics, the majority of newly hired employees leave their place of work at this particular time. Reasons: the complexity of the adaptation process, the discrepancy between the real situation and their expectations.

For a new employee onboarding to be successful and painless, it must be a two-way process. The personnel department, management, colleagues should in every possible way contribute to the “infusion” of a newcomer into their organization, team. Depending on the support, assistance provided, adaptation at the workplace can proceed in various ways:

Preservation of individualism - the new employee does not deny the main values of the company, but ignores the secondary ones (for example, corporate traditions, holidays), tries to keep a little apart.
Mimicry - the employee, on the contrary, supports secondary values, and denies the main ones, hiding this from the team. Such newcomers often leave their new job.
Denial - the employee does not hide his dislike for the existing routines in the company. He will call them the reason for his early dismissal.
Conformity - the employee sincerely accepts new rules, values, duties, safely becomes a "cog in the system".

Stages of adaptation

Let's figure out what stages of adaptation at a new workplace an employee goes through:

external reorientation. On it, it is difficult for a person to accept new values and routines, he painfully perceives what he is not used to, with which he does not agree. However, it seeks to hide these negative emotions.
Gradual mutual recognition of the employee by the team and vice versa.
Perception of team values without incorporating them into your value system.
Gradual acceptance of new rights and obligations, corporate culture, as well as the restructuring of one's personality and behavior under new conditions.
Harmonious fusion of the individual with the team.

Failure at any of these stages often becomes a reason for dismissal of one's own free will.

Parts of adaptation

Adaptation in the workplace is divided into two parts: primary and secondary. The first is the appearance of a new employee in the team. Her goals:

prompt infusion of a newcomer into work;
redistribution of work responsibilities;
full replacement of the departed employee;
socialization in the team;
professional orientation.

Secondary adaptation at the workplace overtakes the employee during promotion, retraining, transfer to another department, workshop, etc. The goals of this period:

stabilization of the collective climate;
achieving full compliance with the requirements for a new position;
adaptation to the new status;
changing their role in the team.

Techniques of an adaptable person

Speaking about the ways of adaptation in the workplace, one cannot fail to mention the unconscious tricks that psychologists reveal in a person who gets used to a new team:

"Meet by clothes." The first thing a beginner pays attention to is the appearance, clothing, and behavior of future colleagues. Such a superficial assessment initial stage helps to build an idea of the personality and business qualities of each member of the new team.
Stratification. The new employee divides colleagues into mini-groups: careerists, assistants, informal leaders, eccentrics, comedians, first ladies, outcasts, etc. He begins to evaluate their well-being, ability to behave in a team, build relationships with superiors, the degree of disposition towards himself . Based on this, the new member begins to build appropriate communication with each.
Group identification. At this stage, the employee chooses for himself one of the strategies determined by him and begins to build his behavior according to his status. Belonging to a certain group creates a sense of security, a person begins to gradually feel at home in a new team.
Intergroup discrimination. The employee exalts "his" group over others, treats others condescendingly, always finds the pluses of his choice.

Types of adaptation in the workplace

The entire adaptation process is divided into four groups:

psychophysiological;
professional (acquaintance with the profession);
socio-psychological (acquaintance with the team);
organizational (familiarization with the company itself).

A more detailed breakdown of them:

Organizational adaptation. Successful activity in a new workplace is possible only when a person thoroughly knows everything about his company: history, tasks, goals, development prospects, its achievements and unpleasant moments in history. It is important to have an idea about its structure, managers, answers to vital questions: "Where is the personnel department, canteen, service parking?", "Where can I get a tabulagram?", "Who should I contact with questions about work?" etc. The duty of the employer is to convey to the newcomer all this information in a concise and structured form, and the latter to try to "digest" it in a short time.
Socio-psychological adaptation of personnel in the workplace. Close acquaintance with the team, the norms of corporate culture, the establishment of interpersonal and business communication, infusion into informal groups. The newcomer not only gets acquainted with the new norms of behavior, he must already begin to follow them, while the team is wary of him, evaluates him, forms an opinion. Therefore, for most, this adaptation is the most difficult.
Professional adaptation in the workplace. Filling gaps in knowledge, retraining, familiarization with new standards of work, its specifics. To facilitate this type of addiction, many organizations practice rotations, mentoring, briefings, and a "student" period.
Psychophysical adaptation of employees in the workplace. This is a restructuring of your body, habits for a new mode of work and rest - a shift work schedule, business trips, irregular working hours, a "home office". This also includes adapting to a new workplace, rest and hygiene rooms, and an unusual route to work.

The duration of the adaptation period

The period of adaptation in the workplace does not have any clearly defined boundaries: someone manages to harmoniously integrate into the team in a couple of weeks, someone needs a few months or even a couple of years. In this case, three months are considered the optimal period - the duration of the probationary period.

The following employee characteristics indicate the end of the adaptation period:

copes with all the work tasks assigned to him, including non-standard ones;
is responsible for his actions;
knows the structure of the company well, orients itself in the environment of managers and colleagues, is in a non-conflict relationship with them;
successfully mastered the types of equipment, equipment, computer programs, etc. necessary for work;
knows the system of punishments and rewards of the company;
observes the norms of corporate culture;
is part of one of the informal groups of the collective.

Job introduction

As already mentioned, the adaptation of an employee to a new workplace is a two-way process. In a successful and developing company, a newcomer will not be satisfied with a "course of a young fighter", but will do everything possible for his smooth and painless entry into the team, getting used to the workplace. Usually, an induction program is drawn up for this. It varies depending on the following conditions:

features of the work of a beginner;
its status and level of responsibility;
the team where he gets;
personal characteristics of the future employee, identified at the interview.

The following persons participate in the program:

immediate supervisors;
colleagues who can become direct mentors;
employees from other departments with whom the newcomer's activities will be closely related;
personnel department.

The program includes three major phases.

Before the worker arrives

In order for the adaptation to the new workplace to be quick and successful, before the first working day:

The relevance of the job description is checked.
An unofficial "patron" of the newcomer is appointed.
Prepares it workplace.
The future team is notified of the addition to the composition.
All necessary information files, passes, administrative documents are formed.
A call is made to a future employee - to find out about his readiness to go to work.

First work day

During this period, the program invites the team to do the following:

Discuss with the newcomer his job responsibilities.
To acquaint him in detail with the internal labor schedule.
Tell about corporate traditions, rules, private moments.
Familiarize yourself with the structure of the organization.
Conduct the necessary briefings: safety precautions, first aid, Fire safety etc.
Provide a list of all possible communications, contacts that he may need.
Presentation of dress code rules.
Acquaintance of a beginner with immediate supervisors, colleagues.
Tour of the place of work: show canteens, latrines, rest areas, etc.

The rest of the adaptation period

At this time, procedures such as:

Familiarization with reporting rules.
Demonstration of requirements for labor, its results.
Acquaintance with the administrative and economic system of the organization.
Development of an individual system for retraining a new employee.
Acquaintance with the specifics of his work, the nuances that he needs to know.

Methods for Successful Adaptation

In order to accelerate the adaptation in the workplace of a beginner, many corporations use the following methods:

Informal accompaniment - assigning a mentor, a "patron" to a new employee.
Holding events - in honor of the arrival of a new employee, a corporate party is organized, where in a relaxed atmosphere he is introduced to the norms, rules, etiquette in the organization.
Corporate PR - a universal guide is being developed that contains answers to all questions of newcomers.
Team training - the event is held if the employee fails to join the team. It expresses the views of both sides, claims; trying to establish a dialogue.
Briefing - the employee gets acquainted with the new requirements under the strict guidance of colleagues who answer all his questions.
Personal account, personal mail - letters-instructions come to these addresses for a beginner, helping him to gradually understand the environment.

Facilitating adaptation

Many successful corporations today pay great attention to the adaptation of a new employee in their team. This happens for a number of reasons:

the shorter the adaptation period, the greater the return on the employee's work;
negative feedback from former employees who left due to a number of difficulties during the adaptation period is a serious blow to the company's image;
mentoring helps boost the creativity of long-term employees;
when an employee is fired and a replacement is sought, the company will again spend funds on recruitment and training;
a detailed and effective adaptation program is a plus in the fight against competitors;
the friendly attitude of the new team is one of the main reasons for revealing the potential of a newcomer.

Adaptation to a new workplace is the most difficult and important in labor activity. At this stage, it is important for an employee to quickly and successfully get used to an unfamiliar team, in a new workplace, and the company should do everything to promote this, and not hinder it.

(selection of articles )

After the applicant for the position has passed the ordeal of interviews, tests, business games, he finally finds himself on the staff of the organization. There comes a difficult period of adaptation in the new team, which must confirm or refute the correctness of personnel selection. Since the firm has spent money and time looking for an employee and has already made a choice, it is in the interest of the employee not to quit within the next three months.

Statistics show that the largest number of hired employees leave at this time. The main reasons are the discrepancy between expectations and reality, as well as the complexity of the adaptation process.

The employee needs an adequate assessment of work in the form of salary and bonuses; social security (paid holidays, sick leave, and so on); guarantees of growth and development; an agreed area of work with certain rights and obligations; comfortable working conditions; creative interaction with other employees. The hierarchy of expectations depends on the individual characteristics of the individual, the specific situation.

In turn, the firm expects from the newly accepted qualified work, the manifestation of personal and business qualities that correspond to the goals of the organization; effective interaction with the team to solve production problems; exact execution of instructions of the manual; compliance with labor discipline and internal regulations; taking responsibility for their actions.

There are four types of adaptation:

Negation. The employee expresses active disagreement with the values of the company, his expectations are in irreconcilable contradiction with reality. He usually leaves within the first few months. Conformism. Full acceptance of the values and norms of the organization, willingness to obey the rules of the game. Such employees make up the bulk of the team.
Mimicry. Compliance with secondary norms while rejecting the main ones is typical for a potential risk group, whose members are ready to leave the company at any time.
adaptive individualism. It is characterized by agreement with the basic norms and values of the organization while rejecting secondary ones. The employee retains a certain individuality, but in his own way works well in a team.

The task of personnel officers is to integrate a newcomer according to the second or fourth type, to identify employees who hide their rejection of the basic norms of the organization while demonstrating external loyalty. The first option arises as a result of an error in the personnel department at the selection stage and should be corrected as soon as possible.

Adaptation begins with a general orientation, including information about the organization as a whole and the structural unit where the newcomer will work. As a result, the employee gets acquainted with the history of the company, the nature of activities, the management structure, learns the names of managers, internal regulations. The general orientation can be carried out by the personnel service with the participation of the immediate head of the unit, using both traditional conversations and demonstrations, as well as special videos, brochures and computer capabilities.

There are four aspects of the employee adaptation process: professional, psychophysiological, socio-psychological, organizational.

Professional adaptation I consists in mastering professional skills, understanding the specifics of work. Each newcomer goes through an apprenticeship stage, the form of which depends on the nature of the organization and previous work experience. Mentoring is practiced at manufacturing enterprises, when an experienced worker transfers knowledge and skills to a young worker in the process of business communication in the workplace. Briefing is very common - a clear demonstration of the techniques and skills of work. Often, assistant managers learn from a senior friend the technique of sales, the manner of communicating with a client; assistant accountants study the mechanisms of financial transactions, constantly consulting with a colleague. Of course, if the newcomer already has experience in a particular job, then mentoring and coaching takes the form of an exchange of professional knowledge in order to develop the skills most suitable for achieving the goals of the organization. In modern large corporations, such a form of on-the-job training as rotation is used. It consists in the short-term work of a new employee in different positions in different departments. This allows you to relatively quickly study the work of the team as a whole and acquire a multilateral qualification.

Psychophysiological adaptation- adaptation of the employee to the conditions of work and rest. This form adaptation is most important for manufacturing enterprises and organizations where complex technology is used and there is a risk of injury at work. Working conditions in offices and trading companies are usually standard, but a beginner needs some time to adjust to the rhythm of work, the intensity of psychophysical stress. Everyone tries to arrange the workplace in their own way. Necessary tools, papers are laid out so that it is convenient to work with them, posters and calendars are attached to the walls, toilet items and dishes are put into lockers. Psychophysiological adaptation takes place quickly and painlessly and is determined mainly by the state of health and the proper organization of the work and rest regimen in accordance with accepted sanitary and hygienic standards.

Socio-psychological adaptation involves the establishment of interpersonal and business relationships with colleagues, the development of values and group norms of behavior. The newcomer gets acquainted with the balance of power in the unit, finds out the significance of this or that employee, is included in the composition of formal and informal groups. Social and psychological adaptation can be difficult and long-term. The team meets the newcomer with caution, examines "under the microscope" his every step. Therefore, you need to be patient (the arrival of a new employee can occupy everyone's attention for no more than a few weeks), be sociable, friendly, and demonstrate a willingness to listen to advice.

Psychologists note that a person adapting to a new team consciously and unconsciously uses some techniques with which he analyzes the group.

Reception first- Evaluation of an employee in terms of appearance, demeanor, style of clothing. Of course, all of the above carries information about a person, but it does not allow us to draw a conclusion about personal and business qualities.

Reception second- social stratification. With its help, the team is divided into hierarchical groups according to the level of material well-being, social status, formal and informal leaders, outcasts, social activists, jokers, first beauties, smart people are determined. Based on social stratification, a new employee builds his behavior in relation to different members of the team. Mistakes in stratification lead to conflicts, awkward situations and ultimately complicate adaptation in the team.

Third reception- group identification. It consists in referring oneself to one of the groups. At the same time, a person perceives the rules of behavior, rights and obligations, the status of the group. The worker feels community and security, which gives him confidence, relieves him of the lonely opposition to the majority. The fourth technique is closely related to the third, it is called intergroup discrimination. The latter presupposes the exaltation of one's own group and a critically condescending attitude towards others. Managers, programmers, accountants, drivers, security guards and loaders consider their groups to be the most necessary, responsible, independent, and therefore they are acutely aware of the criticism of their superiors against one of their colleagues. Regular criticism, infringement of rights, low earnings can cause serious damage to the self-esteem of the group, which will negatively affect its motivation to work. However, intergroup discrimination generates a desire for superiority, creates competition and is an incentive to increase labor productivity.

Organizational adaptation involves familiarization with the structure of the organization, the definition of its own role in it. Recently, they began to talk not only about the adaptation of the worker, but also about the adaptation of work to the person. Here we can mention the creation of an appropriate workplace, the correction of the schedule for the individual characteristics of the individual, the individualization of the system of rewards and punishments. So, more and more companies practice fines for being late and smoking, provide employees with flexible work schedules, and reward them based on a rating system.

Special mention should be made of the adaptation of new leaders. All of the above can be attributed to them, but the specifics of leadership positions impose their own characteristics. If the new boss is significantly superior to the managed in terms of thinking, the problem of misunderstanding the ideas and plans of the new leader arises. If he turns out to be incompetent, the team begins to claim part of the authority. Adaptation is complicated if his predecessor continues to work in the same firm, then constant comparisons begin, a party of keepers of the tradition is formed.

In many enterprises, managers are not invited from outside, but are appointed from among their employees. The advantages of internal recruitment are obvious: a person's professional and personal qualities are known, he is familiar with the company's strategy and will not make "revolutions". But there is a problem of getting used to a new high position: you have to rebuild the stereotype of behavior in accordance with the performance of other tasks. It is difficult to manage yesterday's equal colleagues who are offended by the appearance of bossy intonations and an orderly form of communication.

In order to smooth out the problems of adaptation, modern companies develop and apply methods aimed at the fastest and most effective inclusion of a new employee in the business life of the company. Structural units responsible for adaptation processes are created, usually this function is performed by staff training units. Experienced workers are paid extra for helping to introduce newcomers to the secrets of professional excellence. Seminars and trainings are held, aimed at removing psychological and organizational barriers that prevent full participation in the work of the team. Beginners receive informal assignments that involve them in interpersonal contact.

Human resources departments are given the task to find out and analyze the reasons for layoffs, because it is possible that the adaptation of a new employee will be hampered by some real problems of this team. Through the personnel assessment system, personnel officers control the course of adaptation processes.

Increased attention to the adaptation of personnel is explained by the desire of companies to increase competitiveness by creating teams of like-minded people, united by the values of the organization and corporate ethics. Neglecting the adaptation of new employees automatically leads to staff turnover and waste of funds.

Natalia KARKULENKO, Senior Lecturer, Department of Philosophy, Financial Academy under the Government of the Russian Federation 2006

rookie positions; - type of activity;
professions;
qualifications;
work experience;
personalities of your subordinates.

First: professional adaptation.

Second: socio-psychological adaptation. Professional adaptation is expressed in a certain level of mastery of professional skills, abilities and knowledge. Such adaptation plays a big role in the situation of entry into the organization of a young specialist, when there is mainly theoretical knowledge and ideas about how the work process takes place. Socio-psychological adaptation consists in mastering the socio-psychological characteristics of the company, positive interaction and cooperation with its team. Adaptation of this kind acquires an important role when a professional practitioner comes to a new place. In addition to professional experience, such a specialist has experience of working and growing in other companies. Perhaps they cultivated other systems of values, rewards and other corporate relations. Here socio-psychological adaptation is more important than professional. A person has to break the already existing stereotypes of relationships in the team and personal self-esteem.

Develop personal attitudes towards friendly, long-term relationships with colleagues and long-term work in a team.
Take part in the informal life of the team and its public affairs.

Use of leadership abilities. How to convince employees of their existence? A beginner should not show awkwardness in their actions or uncertainty in making decisions. He must show that leadership for him is an absolutely normal and natural day-to-day work. . Appointment in itself is not a guarantee of a successful career. Mistakes are unavoidable, especially in the beginning. It is well known that only those who do nothing do not make mistakes. If a problem arises, and the newcomer feels that there is some fault in it, then the leadership style needs to be analyzed. It is necessary to take an interest in the opinion of subordinates and the immediate superior. Their opinions will help determine the cause of failure. The fact that a beginner does not try to "silence" the problem, but openly solves it, speaks of his confidence in himself and that he will be able to cope with it. The ability to admit one's mistakes is one of the main qualities of a successful manager.

When analyzing the problem being solved, try to be objective. Try to separate the professional and personal qualities of subordinates. If the subordinate did not complete the task, solve a simple question: "The employee cannot or does not want to complete the task assigned to him?". The answer to the question will immediately determine that this is a lack of competence or a behavioral problem.

Organize your priorities in team leadership. The ability to identify the main goal and draw up a plan to achieve it is the way to turn a beginner into a leader.

career.kaluga.ru

Adaptation to a new job

The article is devoted to the issues of adaptation at a new place of work.

The one who wants - does more than the one who can. He who always does what he wants rarely does what he must.

Adaptation to a new job, a new workplace, the psychological climate of the team, the establishment of working and human contacts with it can be called adaptation. The need for such adaptation arises: after moving or transferring, after moving to a new job. Naturally, a person experiences uncertainty to one degree or another.

In companies with a modern level of personnel management, there are special adaptation procedures that can help eliminate many problems. A newcomer is an employee of the company who has just started work. For some time, for objective reasons, it cannot work at full capacity, in other words, bring the company the benefit and profit that it is potentially capable of. In such companies, it is considered important to help a person during the adaptation period because:

The shorter the adaptation period, the less losses the company will have.
The way newcomers get accustomed to the company quickly becomes known in the competitive market. Negative information ultimately hurts the corporate image.
Work on the adaptation of newcomers to the company activates the creative potential of already working employees.
If you do not take care of the "pain" points of a professional, then he will quickly quit, and the money spent on his selection will be wasted.
A serious and well-thought-out adaptation program for newcomers is a significant competitive advantage of the company in the market.
The adaptation system helps the professional to reveal his previously unrealized potential in a new friendly atmosphere. For successful adaptation in the team in socio-psychological terms, the first impression is important.

Unfortunately, not all companies pay due attention to the adaptation program.

In many companies, there is simply a “young fighter course”. Every professional should realize what difficulties he can expect in connection with getting used to a new team. It is not necessary to hope that someone will ease his difficulties in adapting to new working conditions in such a company. He himself must determine the range of problems, the solution of which will reduce the period of adaptation. Its duration depends on a number of reasons:

character traits of a beginner and personality traits;
rookie positions;
type of activity;
professions;
qualifications;
work experience;
traditions and characteristics of the team;
socio-psychological climate of the team;
missions and development strategies of the company;
management model adopted by the company;
personality of the immediate superior;
personalities of your subordinates.

These reasons can be divided into two groups.

First: professional adaptation.

Second: socio-psychological adaptation. Professional adaptation is expressed in a certain level of mastery of professional skills, abilities and knowledge. Such adaptation plays a big role in the situation of entry into the organization of a young specialist, when there is mainly theoretical knowledge and ideas about how the work process takes place. Socio-psychological adaptation consists in mastering the socio-psychological characteristics of the company, positive interaction and cooperation with its team. Adaptation of this kind acquires an important role when a professional practitioner comes to a new place. In addition to professional experience, such a specialist has experience of working and growing in other companies. Perhaps they cultivated other systems of values, rewards and other corporate relations. Here socio-psychological adaptation is more important than professional. A person has to break the already existing stereotypes of relationships in the team and personal self-esteem.

A person's addiction to a new working environment is manifested in his real behavior, in labor efficiency, in the growth of professional activity, and in satisfaction with various aspects of labor activity.

The adaptation period can last from several weeks, months to 1-2 years. The most important stage of adaptation can be called a period of one to three months. As a rule, it coincides with the probationary period in the company. Each employer, accepting a new person for a position, stipulates and emphasizes the period of probation. According to the existing labor legislation, the probationary period cannot be more than three months. At this time, the beginner masters a new activity, gets acquainted with the team. He has a psychological readiness to master the necessary skills, to be at the level of professional requirements. Success at this stage requires from a beginner: sociability, curiosity, responsibility, diligence, perseverance and patience. A beginner can draw up a personal adaptation plan, which conditionally may contain the most general actions and principles:

Get acquainted with the history of the company, its traditions and mentality.
To study the final products of the company: assortment, goods or services. Pay attention to their market competitive advantages.
Acquaintance with the management of the company, subordinates, key employees of the company
To study the plans and prospects for the development of the company as a whole and the separate division where the newcomer works.
Acquaintance with the geographical "area of responsibility" where the newcomer's workplace is located.
Pay special attention to the socio-psychological characteristics of the personalities of the neighbors in the office or other workplace.
To study the system of payment, bonuses and other social benefits adopted by the company.
study carefully job description so that no "white spots" remain.
Optimally organize your workplace and working hours in accordance with the corporate culture of the company.
Explore up to required level, depending on the position, features of the technologies used in the company.
Try not to oppose yourself to the corporate level and habits accepted in the company.
Develop personal attitudes towards friendly, long-term relationships with colleagues and long-term work in a team. Take part in the informal life of the team and its public affairs.

If a new workplace for a beginner is the position of a leader, manager, then the adaptation process is a separate conversation. Maybe the newcomer worked for a long time and purposefully to achieve his goal, or maybe the choice fell on him by chance. Maybe he invested a lot of money to get additional qualifications that allowed him to make the desired career leap. Maybe he was just able to show his best qualities, which convinced the employer that he was the most suitable candidate for this position. It is not very important which of the above ways he achieved this. The important thing is that his professional life has changed radically. What is important in this new life?:

It is necessary to learn about the previous atmosphere in the managed division of the company. Given this information, be able to painlessly submit your own leadership style for the team. This is important for successful work in the future - to try to immediately win over people, win their trust.

Appointment in itself is not a guarantee of a successful career. Mistakes are unavoidable, especially in the beginning. It is well known that only those who do nothing do not make mistakes. If a problem arises, and the newcomer feels that there is some fault in it, then the leadership style needs to be analyzed. It is necessary to take an interest in the opinion of subordinates and the immediate superior. Their opinions will help determine the cause of failure. The fact that a beginner does not try to "silence" the problem, but openly solves it, speaks of his confidence in himself and that he will be able to cope with it. The ability to admit one's mistakes is one of the main qualities of a successful manager.

Express your opinions clearly, concisely, logically, intelligibly and consistently. In the event of a situation of ambiguity, clarify with the interlocutor, "Do I understand correctly that ...".

When analyzing the problem being solved, try to be objective. Try to separate the professional and personal qualities of subordinates. If a subordinate has not completed the task, solve a simple question: \"The employee cannot or does not want to complete the task assigned to him?\". The answer to the question will immediately determine that this is a lack of competence or a behavioral problem.

Organize your priorities in team leadership. The ability to identify the main goal and make a plan to achieve it is the way to turn a beginner into a leader.

Alexander Chepusov, Director of the Sputnik Recruiting Agency. If you have questions for the author, you can send them to him by e-mail ( This email address is being protected from spambots. You must have JavaScript enabled to view. This email address is being protected from spambots. You must have JavaScript enabled to view.) or by mail: 400040, Volgograd, PO Box 2628 .

Mikhail Prytula

Head of HR Preply. Previously worked at Wargaming, STB, Alfa-Bank. Over 12 years in HR.

The topic of employee adaptation, or, as it is called in the West, onboarding, is devoted to a lot of research, articles, recommendations, and even books in the style of “Your first 90 days at a new job.” I won't bore you with book mentions, statistics, links, and so on, but I'll get straight to the point and give you some tips from my 12 years of experience in HR.

Adaptation does not happen by itself

No matter how cool a professional is. There is a widespread belief that if we hire a super-cool pro, then he will definitely figure out what to do and how to adapt. Like, this is almost a sign of a professional. Not adapted - so not a pro. Next!

In fact, at best, the adaptation will be delayed and the employee will reach full capacity in 3-6 months (depending on the level of the position and the complexity of the position). With high-quality adaptation, this period is halved.

How much are you paying your new marketing director there? $5,000 a month? And do you think your efforts are worth the $15,000 you save the company? It’s a pity for you to pay three salaries for searching for candidates, but you easily lose them on adaptation?

The first day is critical

So, you understand that adaptation is an extremely useful thing. What to do, where to run? Hire an urgent HR manager who will take care of the adaptation of your employees? No, calm down first. 90% of the success of adaptation lies in the first working day, and the manager can do it himself with high quality. But you have to be prepared.

The documents

Make sure that the documents are signed by this time (employees do not like it when the signing of documents with the company is delayed for several days). It's best to do this ahead of time if possible.

At STB, for example, we sent out a candidate questionnaire, which the person filled out at home and sent to us. In "1C" we had templates for all contracts, where we loaded the candidate's questionnaire and printed all the documents in 5 minutes. The employee does not have to wait until your personnel officer types his data by hand.

At Preply, we generally sign all the contracts in DocuSign, we don't even have a clue how to go to HR. A person sends a scan of the passport, we enter it into the contract, upload it to DocuSign and send it to the CEO and employee for signature. The signature is digital, you can put even from the phone.

Workplace and required access

All accounts must be set up: mail, Slack, etc. We do this immediately after signing the contract.

Check that the computer is ready, the table and chair are waiting for the owner. The icing on the cake is the beginner's pack: pen and notepad with company logo, t-shirt, sticker pack, badge ribbon, company badge (budget $10-$15).

Getting to know the office and staff

Employees must be informed. If the company employs less than 100 people, we write on Slack who has joined us, throw a link to the profile on LinkedIn (in Russia - on Facebook). If the company has more than 100 people, we do the same, but only within the department (which is also up to 100 people).

On the first day, arrange a tour of the office: here we have a kitchen, here is a toilet, here is a meeting room (which we book like this), we smoke there, here is the accounting department, and here is our director’s favorite pony.

Introduce the newcomer to those who are sitting nearby: “Colleagues, a moment of attention, I have joined us (...), please love and favor.”

How to behave if you...

Supervisor

Congratulations, you've had the honor of onboarding a new employee. No one will do it for you, but they can definitely help. So what is required of you:

Meet the employee in the morning. Mark it right on your calendar, or ask HR to always mark exit dates for new hires.
Take him around the office. Show the workplace, check that the employee is logged in everywhere.
Spend an hour talking to a newbie. Talk about your company, department, main tasks (general and personal). Tell what the employee needs to learn in the first week, what is expected of him in the first three months.
Smile. This is extremely important. Even if half of your face is paralyzed, smile with the rest. I'm serious, don't be a bum, employees come to the company, but leave the head.
Set tasks and fix them in writing, at least send them in the form of a letter by mail (this is already after the meeting, when the tasks were discussed orally).
Give all necessary documents and access.
Select an experienced and sociable person in the team and appoint him as a mentor for the employee. A beginner can contact him for all questions.

New employee

Think about what information you are missing and where you will get it. Feel free to ask questions.
Understand your goals for the first week, month, three months. If the leader did not voice, ask yourself.
Write down the names of everyone you meet. In general, at first I recommend writing down everything: the amount of information is large, it will definitely be forgotten.
Tell about yourself very briefly at each meeting, for example: In a startup environment, this is called “pitching” or elevator speech. Prepare ahead of time. For new employees, you are nobody until you tell about yourself. Don't miss the chance to make a good impression right away.
If the position involves the introduction of changes in the company, it is easiest to make them in the first 60 days, then it will be harder. Especially if you have to make unpopular decisions or simply difficult ones: hiring, firing employees, transferring to another position, switching to new software, a new form of reporting, rebuilding the process, investing in something new.
Plan for small victories, they will help build confidence in you. For example, choose small tasks that you could solve in the first 60 days and focus on them. Set aside tasks that require more than 60 days of your work for now. Here I would draw an analogy with the Agile approach in programming, when we do not try to make a very large and very complex product at once, but divide it into parts and develop it in stages.
Set up 30-minute meetings with everyone you work with. Prepare a list of questions ahead of time and write down the answers.
Ask what is working well, what is bad, what needs to be changed. Collect a lot of information and build a trusting relationship.
Conduct an audit and present the results if you are a leader or an expert.
Set up regular one-on-one meetings with your manager to share results and get feedback.
Smile at your colleagues. No one wants to work with surly employees, even if you are currently under stress.

HR

I could write an entire book, but here are some of the most important tips:

Do Newbie Days: Gather them in front of old employees and ask them to briefly introduce themselves (5 minutes). We do this at Preply, and it works really well.
Use special software to set up notifications for the employee and everyone involved so that they do not forget what needs to be done when the employee leaves. We use BambooHR, which has an Onboarding section that allows you to set up notifications for any employee with any tasks and deadlines. For example, three days before an employee leaves, the admin receives a notification about the creation of an account, and on the day of the exit, the manager receives a notification about the need to set tasks.
Communicate regularly with newcomers. If you don't have an HR business partner, have your recruiters meet new recruits once a week.

Colleague

Of course, as a colleague you don't have any onboarding responsibilities for newbies, but you can certainly benefit from it. People remember well who helped them in difficult times (although they don’t always talk about it publicly), so you have every chance to build a good relationship with a newcomer and then count on his help. Here are some tips:

Meet first. Come up and say: “Hi, my name is Misha, I'm Head of HR here. I see you're new, let's get acquainted.
Tell him to contact you with any questions.
Tell us what you think is important and necessary.
Invite for lunch.
Ask the newbie about past experiences, plans, and goals. Give information useful to achieve them.

Conclusion

Adaptation in many companies is either not carried out or is carried out extremely poorly, as a result of which both the business and the employee suffer. The reason is the lack of understanding of the process on both sides. The simple tips above can greatly improve your onboarding process, even if you don't have HR staff.

You think that the problem of adaptation concerns only first-graders and their parents, you are deeply mistaken. Be prepared for such situations: after the holidays, when the child moves to the fifth grade, new school. How to help your child adapt to the learning process and cope with difficulties, you will learn by reading the article.

The child went to the first grade - a joyful, long-awaited and at the same time disturbing event.

Parents and compassionate grandmothers feel sorry for the baby to tears, because outside the school he is waiting for tests, and he, so defenseless and there is no mother nearby, always ready to help.

In some cases, the process of addiction becomes a difficult stage in the life of a first grader and the whole family. The whole process of further education depends on how the school life of the baby begins, how he joins the team.

Adaptation of a first-grader is the ability to adapt to new conditions.

Difficulties in adapting to school

Kindergarten children are accustomed to a comfortable daily routine - classes, games, eating and sleeping on a schedule, and school life is more dynamic. The child gets tired, often does not have time to complete the tasks of the teacher, gets upset, is capricious. In domestic children, the process of addiction is even more difficult.

The psyche and emotional state of the child is influenced by:

personal qualities of the class teacher
group of classmates
changed daily routine
the need to sit in one place the whole lesson
duties that are incumbent on him

The child does not understand why he was deprived of the opportunity to run, play, and sitting in one place for a long time is a tedious and difficult task for him. If he starts talking in class or fidgeting, he gets a reprimand. It is not possible to earn praise from the teacher and a good grade - hence the resentment, disappointment and the first difficulties:

poor academic performance, discipline
laziness and unwillingness to learn
demonstrating their attitude towards the school and teachers
negativity towards everything that happens at school.

How to cope and prevent problems is the task of parents and the teaching staff.

Levels of adaptation of the child to school

After the first of September comes the second, the third and it becomes clear - some children easily enter school life, for others the process of addiction is painful, with tears and tantrums. Children can be divided into three groups according to their ability to adapt to the requirements and rules of the school.

Unfortunately, almost half of first-graders painfully go through the beginning of a long and difficult path of learning.

High level adaptation

The child without problems, on the positive, accepts new conditions, requirements and responsibilities.

The child studies with pleasure, he carefully listens to the teacher, easily learns the program material, solves complex problems, is active in the classroom.
He performs homework assignments with pleasure, without reminding his parents, shows interest in school subjects, studies the material thoroughly and deeply, is interested in additional material.
He is sociable, he develops good relations with classmates and teachers.
With pleasure he tells how the day went, what interesting things happened, and what he learned new.

Intermediate Adaptation

The child easily adapts to new conditions.

He studies well and masters the compulsory material of the school curriculum, listens to the teacher willingly, if the topic is interesting to him, takes an active part in the discussion.
Performs responsibly homework (almost always), however, is attentive and focused only if he likes the subject or task.
He is active, participates in the life of the class and school, performs public assignments with pleasure, is sociable, has many friends and not only from his class.

Low level of adaptation

The child has a negative attitude towards school, classmates and teachers.

The child does not like to study, constantly pretends to be ill in order not to go to school.
At the lesson, he is passive, does not listen to the teacher, is distracted by the slightest trifles, partially assimilates the obligatory material in subjects.
Parents have to force the child to do homework and constantly remind that he did not do his homework, which he does not want to do or cannot do without the help of parents or a teacher.
He talks about school reluctantly, complains about classmates, teachers, has few friends.

The process of adaptation to school

Adaptation of the child takes a certain time and takes place in stages:

child comes to school

The first stage of preparing the child for school begins.

The teaching staff introduces the child to the area around the school, shows where the sports, assembly hall, library, class in which he will study are located (study tour).
Classes are held in fine motor skills (drawing, modeling, appliqué).
Physical education classes for the development of gross motor skills (playing with a ball, table tennis, push-ups).
Children perform exercises with the teacher to develop figurative and logical thinking.

Child getting used to school

Psychologists allocate six months, after which it is concluded how the children have adapted to school.

During this time, the teacher should learn the characteristics of the character and capabilities of each student.
The teacher and the psychologist provide assistance to first-graders in adapting to the educational process.
The class teacher maintains constant contact with the parents, who, in turn, should visit the school as often as possible and talk with the teacher.

The child cannot adapt to school

After the first semester, the class teacher informs the parents about the progress of the children in six months of training and the problems of adaptation of individual students.

Work with difficult children is planned for the second semester, together with the teacher, psychologist and parents, so that by the end of the year the child will become a full-fledged member of the school team.

When the first signs of maladjustment of a first grader appear:

The school psychologist supervises the child, makes recommendations to the teacher and advises the parents.
Additional work is being carried out outside the framework of the school program for the effective development of the child, abilities and opportunities for their implementation are identified.
Psychological tests of the level of self-esteem, aggressiveness and anxiety of the student are done.
At the end of the year, the results of joint work on the adaptation of the child to school are summed up.

Conditions for adaptation to school

In order for the child to easily get used to and adapt to new conditions, it is necessary to take into account the peculiarities of adaptation to the school of the body, the nervous system and behavior in the team and society.

Physiological adaptation to school

With the beginning of training, the child's body is rebuilt, for each this process takes a different amount of time.

In the first quarter, many babies experience a decrease in appetite and weight loss. The child complains of fatigue, headaches, hardly wakes up in the morning. Often reduced by fatigue arterial pressure, there are problems with circulatory system, which during this period undergoes age-related changes.

The question arises - what to do?

Be guided by banal, well-known recommendations:

Nothing new: regime and again - regime

For a first-grader, any kind of extensions are contraindicated, even if this is a necessary measure and there is no one to pick up the child from school, contact grandparents, sisters.

A child of 7 years old needs to sleep for at least 11 hours, then exercises and breakfast, if a first grader goes to school sleepy, then he will sleep the first lesson.
After classes, mandatory rest, preferably sleep. In the first grade, the teacher should not assign homework assignments.
The best time for classes with a child is after 9.00 for the second shift and 16.00 for the first.
Between classes, do small physical exercises - alternating mental and physical labor.

More movement - less missed lessons

The first-grader does not move much, it is established that it takes him half an hour for active rest, of course, there are physical education lessons, but they do not solve the problem.

Do not limit the child in walks after school or take a walk with the baby before going to bed in the fresh air. He is better at chasing the ball with friends than sitting at the computer.
Write down the first-grader in the pool, in the sports section. Exercise can help prevent many diseases.
Provide a comfortable place for the child to practice, pay attention to the lighting and how he sits so that there are no further problems with the spine.
Go to school and look at the comfort of the baby in the classroom, how and where he sits, is there enough lighting in the classroom.

Unfortunately, according to statistics, parents in most cases, due to employment or negligence, have little or no control over the child. He does not get enough sleep, eats anything, spends a lot of time in front of the computer, does not go outside. There is no need to talk about good health.

Psychological adaptation to school

Psychological readiness for learning is when a child likes going to school, learning, and he is in a good mood. The opposite state in the behavior of the baby suggests that internally, mentally, he is not ready for school.

How a child psychologically adapts to school is up to you. A few simple tips to help your child:

Your baby should know that you are always loved, even if something doesn’t work out for him.
Do not shout, do not scold, do not allow physical punishment in relation to the child
Control, but without partiality, let's have more independence
Show interest in your child's studies and school life, he should feel your participation and care
Never set an example for other children - this is a blow to pride
Praise him for small victories, but do not overpraise, stimulate him to new successes and encourage him

Do not forget that each first-grader is unique, with his own character, type of temperament. Agree that, due to the mobility of the nervous system, it is difficult for a choleric person to sit in class and do homework, and for a phlegmatic person to make a quick decision.

Social adaptation to school

If a child came to school from kindergarten, he has the initial concepts of socialization in society, which distinguishes him from a first grader who was with his mother or nanny before school.

A little time will pass, and a motley group of children will turn, under the guidance of a teacher, psychologist and parents, into a friendly team.

The child should be able to build relationships with children and teachers, make friends, defend their opinions and give others the opportunity to speak. In conflict or difficult situations, the child must learn to adequately get out of them and make decisions independently.

The main task of parents and teachers is to help the first-grader find his worthy place in the team, not to become an outcast.

Readiness and adaptation to school

Parents mistakenly believe that a child needs to be taught to read, count, learn the multiplication table in advance, and he is ready for school. When the learning process begins, they wonder why a child, perfectly (in their opinion) prepared for school, lags behind classmates.

Intellectual readiness

The child's ability to correctly compose sentences, clearly and intelligibly convey his thoughts
The ability of a first-grader to highlight the main thing, to generalize, to draw conclusions
The ability of the child to reason based on their observations and life experiences

All these qualities will help the first grader to master the school curriculum, arouse interest in the subjects studied and the desire to learn more, expanding the scope of the school curriculum for themselves.

The behavior and academic performance of the child is influenced by the relationship with classmates, he must learn to live in a team.

social readiness

The child should be able to build relationships with classmates, have personal communication skills
Be able to present yourself, start a conversation or maintain a conversation
He must have communication skills with adults - teachers, administration

Personal readiness

The child understands that he has grown up and the kindergarten is already over, a new, more responsible and adult stage in life begins.
He understands the motivation for studying, he sets a goal to achieve good results. Can realistically assess his abilities and understands that he has a lot to learn.
Knows that although the game is more interesting than homework, it must be done first.

Adaptation of fifth graders to school

Speaking about the adaptation of the child to school, it is impossible to ignore the complex process of the transition of children from primary to secondary school. If the parents of first-graders, sending their child to the first grade, know what difficulties the child has to overcome, then the parents of fifth-graders are not aware of the difficulties of adapting their children to new conditions.

IN primary school they were the oldest, and when they came to the middle school, they turned out to be the smallest, which changes their status, and it’s hard to put up with it.
Having become a second mother, the first teacher is already taking care of the new first graders, and the fifth graders feel abandoned.
Unfamiliar subjects and new teachers, each with their own demands, all evoke feelings of unease and insecurity.
New classes are formed, newcomers come in, with whom difficult relationships can be established.

Often the adaptation of a fifth grader is easy and painless:

comes in a good mood from school
goes to class without a hitch
does homework independently, rarely asks for help
studying the school curriculum does not cause him difficulties
he has many friends, actively participates in the life of the class

If everything is right in the child's behavior on the contrary, it means that adaptation difficulties have arisen, he needs help. Try to talk as much as possible with the child, because this is the only way to find out what is bothering him and try to solve all the problems with him together.

Video: "How to help a child adapt to school?"

The beginning of autumn for many parents was marked by a solemn event: the baby went to first grade. Usually, both children and parents prepare for this for a long time and hard: they attend preparatory courses and classes, undergo diagnostics for psychological readiness for school. However, the transition from preschool life to school does not always go smoothly, as it is accompanied by psychological and social problems. A first-grader has a new daily routine, duties, which often causes fatigue, irritability, capriciousness, disobedience. How long this difficult period will last is impossible to say unequivocally, in each family it is individual. An atmosphere should reign in the family that will help the child to integrate into school life as comfortably as possible, succeeding in the field of knowledge. After all, if you do not support a first-grader in time, then the negative of the first difficulties at school can develop into a persistent dislike for learning. How to help a little student get used to school as soon as possible, read in this article.

Adaptation to school

Adaptation to school is the transition of the child to systematic schooling and getting used to school conditions. Each first grader experiences this period in his own way. Before school, most of the children attended kindergarten, where every day was filled with games and play activities, walks, and daytime sleep and a leisurely daily routine did not let the kids get tired. At school, everything is different: new requirements, an intensive regimen, the need to keep up with everything. How to adapt to them? This requires strength and time, and most importantly - the understanding of parents that this is necessary.

It is generally accepted that the adaptation of a first-grader lasts from the first 10-15 days to several months. This is influenced by many factors, such as the specifics of the school, and its level of readiness for school, the volume of workload and the level of complexity of the educational process, and others. And here you can not do without the help of a teacher and relatives: parents and grandparents.

Difficulties

Teach your child how to communicate with classmates. Explain how important it is to be polite, attentive to peers - and communication at school will only be a joy.

Psychological

For successful psychological adaptation a friendly and calm atmosphere in the family is important. Do not forget to rest, play calm games, walk.

Create an atmosphere of well-being in the family. Love the child.
Build your child's self-esteem.
Do not forget that your child is a value in itself for parents.
Be interested in the school, ask the child about the events of each day.
Spend time with your child after school.
Do not allow physical measures to influence the child.
Consider the character and temperament of the child - only individual approach. Observe what he does better and faster, and where help should be given, prompted.
Give the first grader independence in organizing their own learning activities. Control appropriately.
Encourage the student for various successes - not only for academic ones. Encourage him to reach his goals.

Physiological

During the period of adaptation to school, the child's body is exposed to stress. Medical statistics show that among first-graders there are always children who lose weight as soon as they study the first quarter, some children have low blood pressure, and some have high blood pressure. Headaches, whims, neurotic states are not a complete list of physiological problems that can happen to your child.

Before you reproach the child for being lazy and shirking from school duties, remember what health problems he has. Nothing complicated - just be attentive to your baby.

What to advise the parents of a first-grader from a physiological point of view?

Form a first grader's daily routine, different from the preschooler's daily routine, gradually.
Make it a rule to follow the change of activities at home.
Do not forget about regular physical education minutes when doing homework.
Make sure the student's posture is correct.
Properly illuminate the place where the child does homework.
Follow the correct nutrition of the first grader. On the recommendation of a doctor - give vitamin preparations.
Activate the physical activity of the child,.
Adhere to the rules of healthy sleep for the child - at least 9.5 hours.
Limit your viewing of TV shows and computer games.
Cultivate a child's will and independence.

"This is interesting! The norm for doing homework with a first grader is 40 minutes.

Social

Children who have not attended kindergarten may have difficulty communicating with classmates. IN kindergarten the child goes through the process of socialization, where he acquires communication skills and ways of building relationships in a team. At school, the teacher does not always pay attention to this. That is why your child will again need the help of parents.

Be attentive to your child's messages about his relationships with classmates. Try to help with good advice, look for the answer in the psychological and pedagogical literature. Try to tell him how to overcome the conflict situation. Support the parents of those children with whom your baby has a relationship. Notify the teacher of disturbing situations. Remember how important it is to protect your own child, as well as teach him to overcome obstacles himself.

Teach your child to be a person: to have their own opinion, to prove it, but to be tolerant of the opinions of others.

The Golden Rule of Education. A child needs love most at the time when he least deserves it.

So, if you have become a happy parent of a first grader, then simple tips will help you on how to easily survive such a crucial moment as adaptation to school:

Do not disregard such a crucial moment as the beginning of school life. Help the child in overcoming the period of adaptation to school, support him, provide the necessary conditions for living and learning and see how easily he will study and how his abilities will be revealed.