Nowy pracownik to przyjaciel, a nie pokarm! Część pierwsza poradnika, jak przetrwać etap „nowy pracownik”.

Nie ma człowieka, którego ominęłoby bycie tym nowym. Sama byłam nowa tyyyyle razy, że konieczność przechodzenia przez to stadium skutecznie zniechęca mnie do zmiany pracy (poza tym bardzo lubię moją pracę i pozdrawiam szefową!). Zapamiętywanie tych wszystkich imion, reguł, drogi do toalety – istny koszmar, a ponieważ do mojego zespołu właśnie dołącza nowa osoba stwierdziłam, że czemu by nie napisać krótkiego przewodnika po „byciu nowym” i „witaniu nowych”.

Część pierwsza – Nowy to przyjaciel, a nie pokarm!

źródło: whisper.sh

Będąc haerem – niezależnie, czy rekrutującym, czy szkolącym, czy robiącym jakąkolwiek inną „zupełnie niepotrzebną głupotę” – bierzesz na siebie zadanie powitania nowej osoby. Człowiek przychodzi do Was z nadzieją na lepsze jutro, więc nie możesz dopuścić, żeby jego marzenia od razu legły w gruzach. Ponieważ to jej/jego pierwsze dni pamiętaj, że pewnie będzie punktualnie, a może nawet przed czasem, żeby zrobić dobre wrażenie. Pominę całą kwestię przygotowania miejsca pracy, bo to chyba dość oczywiste, że powinno być gotowe biurko, krzesło, komputer, albo inne narzędzia niezbędne do wykonywania obowiązków. Pominę też papierologię związaną z badaniami wstępnymi i umowami, bo tym się zwykle zajmują Kadry.

źródło: That Card Shop

Co zatem pozostaje? Zbudowanie atmosfery – to będzie główne zadanie haera! Nowa osoba zwykle wchodzi do uformowanego już zespołu. Role są podzielone, każdy ma swoje zadania i „pozycję”. Oczywiście są tacy, którzy przyjmują nowych kolegów, czy koleżanki z uśmiechem i otwartymi ramionami, ale tymi się nie zajmujemy, bo są fajni i odwalą za nas całą powitalną robotę. Gorzej jeśli trafiamy na pracowników w jakiś sposób niepewnych siebie i swojego miejsca w organizacji. Zwykle na początku mogą sprawiać wrażenie bardzo sympatycznych i otwartych, ale gdzieś w głębi czai się niepokój – „czy ta/en nowa/y mnie nie wygryzie?”. Możemy sobie wzdychać i przewracać oczami na takie zachowania, ale bądźmy szczerzy – zmiany są trudne i dla wielu osób niepokojące. Dlatego właśnie tak ważne jest odpowiednie wprowadzenie nowej osoby.

źródło: pinterest

Nie wszyscy lubią niespodzianki, więc warto zadbać, żeby zespół odpowiednio wcześniej wiedział o przyjściu nowego pracownika. Fajnie, jeśli zadbasz o to, żeby wiedzieli o tej osobie coś więcej niż tylko, że przychodzi od pierwszego. Dobrą praktyką jest proszenie nowego pracownika, żeby jeszcze przed przyjściem do pracy przesłał/a swoje zdjęcie i krótką notatkę o sobie – jakieś zawodowe bio i kilka zdań o tym, co lubi, czym się interesuje itp. Jeszcze lepszą praktyką jest przesłanie takich informacji zespołowi zanim nowa osoba się pojawi – niektórzy lubią być przygotowani.

źródło: pinterest

Nowy człowiek w zespole zmienia konfigurację. Nie ważne, czy przychodzi na zupełnie nowe stanowisko, czy na czyjeś miejsce. W obu przypadkach może być ciężko. Jeśli przychodzi na zwolniony wcześniej wakat musi się liczyć z ciągłymi porównaniami. Jeśli to nowe stanowisko (a nie daj Boże nie najniższe) będzie obserwowana i oceniana na każdym kroku, zwłaszcza przez tych, których awans ominął. Raz jeszcze podkreślę, że to nie powód do załamywania rąk – strach przed zmianą jest naturalny! Żeby uniknąć niepotrzebnych napięć dobrze jest zadbać przede wszystkim o informacje. Spotkanie indywidualne z członkami zespołu i grupowe, na którym zostanie dokładnie wyjaśnione, jak teraz będzie wyglądał podział obowiązków i zadań to podstawa podstaw. Wychodzę z założenia, że nowa osoba w zespole to zawsze ułatwienie, bo zadania rozkładają się na więcej głów i rąk, ale nie każdy musi tak myśleć. Można się spotkać z mniej lub bardziej otwartym oporem, a nawet pretensjami, że nowa osoba komuś, coś odbiera. To zadanie menedżera i haera, żeby udzielić możliwie dużo informacji i w klarowny sposób przedstawić, jak się będą sprawy miały. Zamiast opierać się oporowi warto wytłumaczyć, że rozumiemy niepokój, ale decyzja o zatrudnieniu zapadła, struktura zespołu została przemyślana i czas pokaże, czy będzie wymagała jakichkolwiek zmian. Demonstrowanie pewności (choćbyście mieli drobne wątpliwości) bardzo ułatwi członkom zespołu zaakceptowanie nowej sytuacji.

źródło: dilbert.com

Co do wątpliwości, to cóż – wybierając najlepszego kandydata zawsze ma się gdzieś ukrytą obawę, czy wszystko się dobrze ułoży. Może nowy, po poznaniu firmy od środka, ucieknie z krzykiem po dwóch tygodniach? Nie ma szans, żeby się takich myśli pozbyć, ale im lepiej wprowadzisz nowego pracownika do firmy i do zespołu, im lepszą zbudujesz relację, tym większa szansa na udany związek.

źródło: eecards.com

Nie tylko zespół wymaga haerowego wsparcia w sytuacji pojawienia się nowej osoby. Nowa osoba też potrzebuje jakiejś pomocnej dłoni. Podobnie jak „starzy” pracownicy pewnie czuje obawę przed zmianą. Może ma za sobą trudny okres w poprzednim miejscu? W końcu z jakiegoś powodu chciała pracę zmienić. Pewnie też wiąże z nowym miejscem jakieś nadzieje – inaczej nie przyjęłaby oferty. Dokładnie tak, jak zespół, do którego wchodzi, nowa osoba potrzebuje informacji. Czemu tylko ona ma się przedstawiać? Zanim przyjdzie do pracy byłoby miło gdyby dostała rozpiskę kto jest kim w zespole, najlepiej ze zdjęciami i opisem nie tylko zawodowym, ale i prywatnym kolegów. Krótko, w kilku zdaniach o każdej osobie. Kiedy wiesz, co cię czeka mniej się boisz.

źródło: pinterest

Pierwszy dzień zwykle jest mało produktywny jeśli chodzi o obowiązki, za to stanowi podstawę do budowania relacji, dlatego nowego trzeba przyjąć z uśmiechem i bez spiny. Oprowadzenie po biurze, pokazanie osób, z którymi będzie się na co dzień spotykać (pokazanie, a nie zawsze przedstawienie, bo może ludzie są zabiegani, a poza tym chyba nikt nie zapamięta kilkunastu czy kilkudziesięciu imion od razu!), zdradzenie kilku wewnętrznych informacji jak np. że lepiej chodzić do toalety po prawej niż po lewej stronie korytarza (nie pytajcie!). Daj nowej osobie odczuć, że jest mile widziana i że te kilka dni mają jej pozwolić trochę się zadomowić. Pewnie, że byłoby fajnie przygotować pakiet powitalny z kubeczkiem, notatnikiem i innymi przydatnymi gadżetami, ale nie w każdej firmie jest taka możliwość, więc chociażby danie znać nowej/nowemu, że może przynieść swój kubek na kawę będzie miłe (nie trzeba będzie gorączkowo poszukiwać bezpańskich naczyń).

źródło: bulletproofsurvival.org

Każda zmiana jest stresująca. Nie zależnie od tego, czy witasz nowego, czy jesteś nowym, trochę się stresujesz jak to będzie. Rolą haera w takiej sytuacji nie jest powtarzanie, że wszystko będzie dobrze. Rola haera polega na uświadomieniu wszystkim zainteresowanym, że to, co odczuwają jest zupełnie naturalne. W moim przypadku zwykle etap „nowości” kończył się dość szybko (z jednym wyjątkiem, ale nie wracajmy do tego), a efektem były nowe znajomości, które przetrwały nie jedną pracę.

źródło: pinterest

Trzymam kciuki za wszystkich nowych i nowych witających!

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