It's a basic assumption that organizations want employees who 'fit,' and are quick to look for confirmation that an employee will 'fit in.' An employee who 'fits' leads to higher performance and increased opportunities for success, both for the employee and for the organization as a whole. Sometimes what helps an employee 'fit' is often overlooked.

 

Consider three individual things that make a significant difference:

1. Attitude: Outcomes are affected not only by the attitude toward the organization and the new role, but the attitude toward the socialization and training process itself. New employee effectiveness can be enhanced if time and attention is given to supporting the transition to the new role.
2. Expectations: A common cause of problems is a mismatch between a newcomer's expectations and the reality encountered in the new role, resulting in frustration and negative attitudes. Research shows a strong correlation between met expectations and job attitudes. Creating realistic expectations and communicating those effectively to the employee will have a significant impact on positive outcomes.
3. Breaking-in Skills: Newcomers must be allowed, and must understand the importance of a breaking-in period. Newcomers must also be aware of how small groups react when new members are brought in, and should also recognize the different stages associated with gaining informal membership in a new work team, and understand this is a gradual process. The supervisor must also have a high awareness of these dynamics and be prepared to guide the newcomer through the stages, as necessary.

GIVE YOURSELF THE GIFT OF A LIFE COACH