How do new employees integrate into the team?

Question 1: how to quickly integrate into the new team? There is a saying that you should think about being a good person in advance. This old saying is really right. Any employee who joins a new company, the first priority is not to do things, but to be a man. The process of integrating into the new team, on the one hand, is how to show your ability, on the other hand, is how to be a person. Relatively speaking, the importance of doing things is relatively low, because as long as people do well, professional skills can still be cultivated; If people don't do well, then basically, even if you have good professional skills, it is difficult to have a foothold. 1, courteous. No matter what position in the company, it is inevitable to contact with leaders and colleagues. Respect for your colleagues is the most basic rule. Young people are the most self-righteous, dismissive of other people's practices and disgusting. You should know that many things are handled for a reason. 2. Talk less and do more. Modesty and down-to-earth are welcome everywhere. During the probation period, you can discuss with the old employees what you don't understand, express your opinions and determine whether it is feasible. On the one hand, it is to judge your own ideas, on the other hand, it is the best way to respect old employees and learn new skills. Young people like to show off, but as we all know, old employees come from young people, and the capital you show off may not be worth mentioning in the eyes of others. And because you show off, you leave a bad impression on others, which is extremely unfavorable for your growth in the company. Talk less and do more. Do more to learn more about the company's professional skills. Talking too much and doing too little will only leave more and more problems for your future development, because you do too little and don't know at all. What you said is only your subjective judgment, which has nothing to do with the actual situation. Talk less and do more, not to say nothing, but to be concise. If you don't communicate with the old employees more, then you still can't integrate into the new team. If you want to open other people's hearts, you must first open your own. Unity is the most important thing. An organization and a group are inextricably linked. Until you know these relationships clearly, the best way is to remain neutral. If there is a problem conflict, we can only stand in the position of a peacemaker and adopt the principle of work first to unite all parties. Involved in right and wrong, once involved in right and wrong, it will bring trouble to yourself, which is equivalent to digging a hole for your future. The best policy is to be less emotional, be strict with yourself, be tolerant of everyone, concentrate on your work and unite all your colleagues around you. 4. Learn from each other. Everyone has everyone's strengths, and every company also has the strengths of every company. There is no absolute individual and no absolute organization. Don't jump to conclusions when you feel that your colleagues in the new environment are not as good as you. Old colleagues have mastered what they should do and are familiar with all the problems in their work. If a new employee looks at these problems from the professional perspective of the past company, there will definitely be a deviation in perspective. In fact, in this new environment, you are the weakest one, because you don't know much about the new environmental specialty. So is the company. If you can get familiar with the new environment, aim at the shortcomings in the new environment, combine your own strengths and let your colleagues in the new environment recognize you, then you are the best. In fact, even if you have the ability, if you can't play it, it's zero and meaningless to the new environment. 4. Dare to do it. In order to assess new employees, the company will definitely give new employees some problems to do, and sometimes even old employees are afraid to do them. This is not to make things difficult for you, but to deal with problems that can't be dealt with in the old environment through your way of thinking. At this time, you should not shirk. You should set out decisively and deal with this difficult problem seriously and responsibly. Even if you can't handle it, the company won't have a problem with you. The question is whether you dare to do it. If you don't take this job, shirk it everywhere, and can't bring your thinking into a new working environment, where is the value of your work? 5. Give play to your personality. To some extent, the company introduces new employees through recruitment, hoping that new employees can bring some new cultures to supplement and correct the dying culture of the company. If we can give full play to what we are good at and drive other colleagues to form a new company culture, the company will be able to look forward better and walk away. At the same time, your personality can be preserved in the new environment, and even absorbed some new things instead of being completely assimilated. A completely assimilated newcomer is not a good thing for an organization. Maintain certain advantages ... >>

Question 2: How to improve the team integration of new employees In order to maintain the dynamic balance of an organization, managers of enterprises should not only strive to reduce the turnover rate of employees and retain outstanding employees, but also constantly attract outstanding newcomers from the talent market to join the company. Whether new employees can quickly integrate into the team, give full play to their personal performance and bring positive growth to the company's business has become a very important topic in the daily management activities of enterprises. The author believes that to improve the team integration of new employees, we should start from three aspects: first, recruitment, to find the most "suitable" employees for the corresponding positions. The second is to help new employees quickly adapt to new job requirements. The third is to be a good team for new employees. Team leaders should guide the whole team to take a positive attitude towards the arrival of new employees, give appropriate help to new employees, and give appropriate understanding to some misunderstandings and small mistakes caused by unfamiliarity. 1. Recruitment is the source of improving the integration of new employees. 1. Strengthening job analysis of recruitment positions, also known as job analysis, refers to the systematic process of determining the skills, responsibilities and knowledge needed to complete various tasks. Job analysis is the basis of human resource management, and its quality has an important impact on other human resource management modules. Accurate position analysis provides a basis for recruiting talents, and the position ability requirements derived from position analysis become a compass for recruiting new people. 2. Excavate the motivation of job seekers and improve the interview quality. In addition to testing whether job seekers meet the requirements of work ability, we should also try our best to explore the real motivation of job seekers in the interview. When testing the ability of job seekers, we can refer to his previous work experience, but the author believes that the comprehensive quality represented by learning ability is more important than work experience. Therefore, it is necessary to use certain technical means to examine the comprehensive quality of job seekers, such as responsibility, personality, adaptability, self-confidence, self-esteem and learning ability. Practice shows that these individuals with positive comprehensive quality are often more likely to adapt to the new working environment and produce high performance; On the other hand, negative people tend to bring negative emotions into work and team, which will bring bad influence. Another indicator that may affect employee performance and team participation is organizational citizenship behavior and self-efficacy. If job seekers have a positive attitude towards OCB, or OCB already exists in their previous work experience and understanding, they may continue this kind of behavior beneficial to the organization and team in the new work environment. Dedicated employees are well-deserved good employees. Similarly, employees with strong self-efficacy will take the initiative to work, challenge new tasks, and are not afraid of difficulties. This positive working attitude will guide them to exert their maximum energy in their new jobs. Therefore, when designing structured interview questions, these factors should be included, and each trait has corresponding questions. You can also use a certain questionnaire to help judge the personality and sense of responsibility of job seekers. It is also very important for the interviewer to find out the real motivation of job seekers through face-to-face communication with them. Why did you get this job? Can the motivation of job seekers be satisfied through this job? Does this job meet the long-term career plan of job seekers? Only when these basic questions are answered affirmatively can it be shown that the degree of matching between job seekers and this job may exist, thus ensuring their adaptability and integration after joining the job. Second, create an atmosphere that actively helps new employees grow. In this link, the author believes that there are two aspects worthy of attention. As the saying goes, "the master leads the door and practices in the individual." New employees must give full play to their subjective initiative, devote themselves to their work with a positive attitude of learning and participation, and actively and effectively interact and communicate with other members of the team, their direct leaders and even other departments of the company. We should not only get to know the company and the team in the shortest time, but also let the company and the team know themselves in the shortest time, integrate into the team and achieve themselves. On the other hand, as the saying goes, "when employees join the company, the leaders leave", the direct leadership of new employees is to a great extent the key factor for new employees to successfully integrate into the company and the team, and serve as the key factor for old employees to stay. Regular communication between leaders and new employees, understanding the new employees' work progress, difficulties and challenges, and providing timely help and support are the keys for new employees to maintain a good positive work attitude. If the problems encountered by new employees are not taken seriously and solved, it will inevitably affect his confidence and attitude. In my opinion, the company should encourage new employees to establish relationships with their mentors or direct leaders. & gt

Question 3: How do new employees quickly integrate into the team? New employees are usually our collective name for all people who have just joined a new team, but in fact there are many differences between new employees. From the team point of view, it can be divided into: new employees join the new team, new employees join the old team, old employees join the new team, and old employees join the old team. From the personnel level, it can be divided into executing (operating) new employees, managing new employees and making decisions for new employees. Due to different angles, the problems brought about and the problems faced are quite different. For the new employees in senior management, the key factor that affects them to "fit in" quickly is personality, and a cheerful new employee is liked by all team members. Being able to complete his work well and try to help others in the process of work, I think this will help him to integrate into the team quickly. For decision makers and managers, the factors that affect the management team and the speed of integration into the team are more complicated. First of all, the new employees' understanding of the team, the attitude of joining a new person and the acceptance of the team are often * * *, so it is very important to have a necessary and detailed understanding of it before joining. When I went to the company that had served for 7 years before, I went to the scene and learned about its management from the outside, then decided to participate in the competition and finally got the ideal job. Secondly, the new employee's own ability, communication ability, business ability, personality charm, team consciousness and so on. Good communication skills are the foundation of any manager. As a new employee, you can be slightly inferior in skills, but you must not make any mistakes in communication skills and team awareness. When I left Company C in 2008, Company C brought in a professional manager from outside. Although this person has a high cultural literacy and relatively rich work experience, he has not been able to communicate well when handing over his work to me, which led to his unsatisfactory work after I left, and finally left Company C only two and a half months after he joined the company. The key factor affecting his final departure from here is the exertion of communication skills. Third, the new employee's entry, time limit, management authority and so on. The introduction of new employees, the difficulty of work and the degree of teamwork depend on the workplace orientation of new employees. In some enterprises, the unclear division of responsibilities is very common. After the introduction of new employees, it was discovered that because of the lack of standardized management responsibilities, professionals could not concentrate on their professional work, but should allocate more experience sentences to solve the problems of finding, waiting and communicating. A good friend of mine has worked in M Company for 13 years. Because there was a shortage of professionals in company C, he introduced it. However, when he arrived at his post, he found that the enterprise process management system was seriously inadequate and he had no time to play his professional level. Finally, he was busy negotiating with various departments and wrangling, which led to a bad ending. Therefore, the positioning of a new employee in the enterprise determines the speed and possibility of his integration into the team. In addition, corporate culture will be the decisive factor that will ultimately affect the integration of new employees into the team.

Question 4: How to make new employees integrate into the team better and faster? For new employees, there is a practical problem of how to adapt to the working atmosphere and cultural atmosphere of geological prospecting units. When new employees enter a new unit and face a new working environment, they need constant adaptation to integrate into the team. First, it is of great significance for new employees to quickly integrate into the team. When new employees enter the new working environment, they must integrate into the new working team, so as to better carry out their work and complete their tasks. 1. After the new employees are integrated into the team, they gradually become familiar with the organizational culture and working environment, define their work orientation, and gradually change from a new employee to a member of the unit, try their best to make their own career plans and complete the transformation of talents needed for the development of the unit. 2. Be able to establish good interpersonal relationships earlier. After the new employees quickly integrate into the team, after a certain period of study and running-in, they have established good interpersonal relationships with the old employees, gradually cultivated team spirit, accepted the team spirit and working principles, and developed a certain sense of identity and belonging to the team; In the process of contact with old employees, we can fully understand and perceive the cultural spirit and rules and regulations of geological prospecting units, and enhance the sense of cooperation with other employees. 3. Be able to better change the original new employees and quickly integrate into the team. In the new collective atmosphere, you can fully feel the atmosphere and working ideas created by different groups, and then make subtle changes to yourself to adapt to the quality and ability of talents required by the new environment. When new employees join a new team, they are part of the team. At this time, it is necessary to change roles instead of looking at people and things at work from the perspective of onlookers. Therefore, we should take the team's affairs as our own, have a correct attitude and face the work with the protagonist's mentality. This will not only enable new employees to quickly integrate into the team, but also have a great impact on future work. Second, the five stages of the integration process Geological prospecting units are enterprise-managed institutions, which have their own particularity, such as: the working environment is in the wild, which is relatively difficult, the geological work needs the accumulation of practical experience, and the interpretation of underground mineral exploration methods is diverse. Therefore, it is effective for new employees to quickly integrate into the team through the following five stages. 1. In the recruitment stage, because the main working environment of geological prospecting units is outdoors, the recruitment target should focus on people who are healthy, like outdoor sports, can bear hardships and have strong independent ability. Units and employees should match their values, find the right people, do the right things, recruit the right people and retain them. The recruitment stage is an important stage for the unit to attract new talents. At this stage, recruiters should set up a good image of the unit for candidates, let candidates feel the cultural connotation of the unit and see the development prospect of the unit, so as to decide to stay in the unit and promote the development of the unit. In the specific recruitment process, the person in charge of recruitment must reach an agreement with future employees on values, and form a relatively unified outlook on life, values and worldview with future new employees, which is more conducive to retaining talents in the unit and cultivating a new and higher-quality talent work team. 2. Strengthen the unit training in the passive stage, including the introduction and system of geological prospecting culture and unit profile, visit the unit history exhibition, and distribute employee cards and basic information packages (including company introduction, work system, main contact telephone numbers, notebooks, pens, etc.). The purpose of this is to let new employees quickly understand the company, accept the concept, and have a preliminary sense of pride. At this stage, new employees are in the passive acceptance stage. In other words, every new employee must go through the induction training stage. At this stage, new employees mainly understand the distribution of minerals in the province, as well as the cultural system, development history and future development direction of geological prospecting units; Relevant human resources departments are responsible for issuing employee cards and basic data packages to new employees, helping them understand the cultural system of geological prospecting and form new working concepts. If the unit manager has a certain understanding of new employees and can put forward some hopes or high hopes for new employees according to their own characteristics and qualities, it will not only make employees feel that the leaders attach importance to themselves, but also let employees know about themselves, thus stimulating their inner potential and integrating into the team better and faster. 3. Organize cultural and sports activities in an active stage, so that new employees can show their specialties; Talking about the feelings after coming to the unit; Put forward your own views on all aspects of the unit; Reward rationalization suggestions. Goal: Let new employees take the initiative to participate and reflect their own value. The so-called active stage is from the perspective of new employees ... >>

Question 5: How do new employees integrate into the company as soon as possible? This is a brand-new environment and a new beginning for you. In the process of trying to integrate into this team as soon as possible, have you encountered the following difficulties: 1 Feel uneasy and can't do a good job. I'm afraid something will happen to my new job. 3. Feeling lonely and worried about being rejected by old employees. 4. Not familiar with the company's rules and regulations, at a loss. 5. Not familiar with the new working environment. I don't know what kind of boss I met. 7. I'm worried that my new job will be difficult in the future. Don't worry too much if you encounter the above problems. This is mainly a matter of adaptation, and most people will have the same experience. First of all, you should take the initiative to find the reason from yourself. Don't pass the buck when you encounter problems. Do more and talk less. Through continuous communication and active communication, you can become a welcome member of the new team. Please read this article carefully. She may help you dispel the fog and find your way. Main methods: 1. Learn the company's employee handbook and understand the company's management system. The employee handbook may be the first contact for new employees. In this manual, new employees will learn a lot about the company. For example, company profile, employee code of conduct and professional code of conduct, working time and holiday management, salary management and employee welfare, reward and punishment system, financial system and so on. Only by understanding these new employees can they not violate the relevant regulations of the company in their future work and promote their future work more smoothly. Understand the development history of the company, what is the company's philosophy, whether the individual's behavior is consistent with the company's philosophy, and how to improve if it is not. So knowing this can be said to be the first step to enter a new company. 2. Learn more at work, ask more questions and communicate with colleagues. When you join a new environment, everything is strange, which requires new employees to study more, ask more questions and communicate with colleagues at work. When you encounter a difficult or uncertain problem, you must pretend to understand. You need to consult more old employees, because they are more familiar with the company's environment and know more about the work process. Communication with old employees will reduce detours. Actively participate in the activities organized by the company, speak diligently and let others know about themselves. Because you have limited opportunities for in-depth contact with your colleagues at work, everyone is busy with their own affairs, and there can't be too much communication. In some informal occasions, you can have a deeper understanding of the company's team. Integrate yourself into the team. Of course, joining the team is not a small group, and getting along with new colleagues needs to be treated equally. 3. Attitude determines everything "Attitude determines everything", and a good attitude is a good start. No matter what kind of work experience you have before, it is more important to adjust your personal mentality when you arrive at a new company. After all, past experiences and experiences are the past, the new environment is a new beginning, and "zeroing" is very important. In the new working environment, we should be diligent in thinking. The so-called "temple is the winner before the war, not too much; If the temple didn't win before the war, it would be too few. Winning more and winning less is worse than nothing! "In other words, success or failure has been decided at home, which tells us to think more and not blindly. Please pay attention to the following three points: (1) Grasp the principle of respect. Some new employees disdain to start with small things. Don't underestimate drawing water, sweeping the floor and cleaning the table. Many people are used to tasting people from these little things. If newcomers insist on doing these "little things" in a down-to-earth manner, they will certainly be able to integrate into the new environment quickly. When there are new projects or opportunities, people will first think of cooperating with new colleagues who are good at doing small things. With the opportunity of cooperation, there will be a platform to display their talents. In daily communication, new employees should not "wrap" themselves in a shell, and properly open their hearts to colleagues, which is also a respect for others. Because there is a very important "reciprocity principle" in interpersonal communication, that is, others disclose relevant personal information to you. After you accept it, you should provide the corresponding peer-to-peer information to each other as much as possible. (2) Don't haggle over every ounce. When arranging work, leaders often arrange new employees to work overtime. Newcomers must first understand that overtime is to get a job opportunity, work with a positive attitude and face it with gratitude. In addition, don't haggle over things like overtime, and don't care too much about other people's comments and misunderstandings. Many new employees often feel that the more worried they are about making mistakes, the more mistakes they will make. Therefore, face your mistakes frankly, take responsibility bravely, ask old colleagues and leaders sincerely, and treat bad things as good things. On the other hand, if we always shirk our responsibilities endlessly and try our best to find objective reasons, we will leave people with the impression that we are immature and unable to take responsibility. (3) Other colleagues have less personal opinions ... >>

Question 6: How to make new employees quickly integrate into the team? What are the skills? Why do you answer all the team leaders or old employees? Please consider it from the perspective of a newcomer. Can you quickly blend into a cocktail party full of strangers? Most people can't do it. The reason is the same, and integration should be based on understanding. How can we get to know your colleagues and your team quickly, and then join them selectively? Imagine that you can meet many people (never met) on social networks, and know their opinions and hobbies, and even their temperament? Similarly, work is naturally social, and both enterprises and teams need their own social platforms.

Question 7: How to quickly integrate new employees into the team? Everyone pays more attention to him.

Give him a proper task.

In this way, newcomers can enter the role from both ideological and work aspects and integrate into the team.

Question 8: How to make new employees integrate into the team quickly and help employees integrate into the new team can refer to 1. Make employees feel welcome. The arrival of new employees is a structural adjustment. It is suggested that managers communicate openly with existing employees to avoid nervousness and let the whole department welcome new employees to join. In this way, they can also integrate into their own team more quickly and easily. 2. Introduce the enterprise. Introduce the content of China Training Network, personally greet new employees and give them some help, such as where to have coffee, which room to have lunch, where bosses usually meet and chat, etc. Let new employees feel that they are integrating into the office culture. It is important for newcomers to find someone at the same level who can help. Giving a new employee a "companion" can make him feel more harmonious with his colleagues.

Question 9: How to make new employees quickly integrate into the team? What are the skills to organize a group game and design some links that can have physical contact? Only in this way can we open our hearts and communicate with each other better.

Question 10: How to make new employees integrate into the team as soon as possible and help new employees who are at a loss to get familiar with the new environment and integrate into the company culture as soon as possible? According to the contents of china-train, the following suggestions are put forward:

Inform the old staff. If the arrival of new employees is structural adjustment, it is suggested that managers communicate openly with existing employees to avoid nervousness. Hold an informal meeting to explain in detail how new employees interact with other employees within their responsibilities.

Find time to talk face to face. Meeting new employees in person and giving them some help will make their first impression on managers extremely deep and set the tone for employee relations. Giving a new employee a "companion" can make him feel more harmonious with his colleagues.

Set goals. Once the new employees settle down, it is necessary for managers to discuss with them and determine their short-term and long-term plans for development in the company. At the beginning, new employees should have a clear understanding of the expectations of managers and the assessment methods of work performance.