A new employee has just joined the company and is somewhat afraid of his work because the new environment puts a lot of pressure on him. It is a process for him to try to adapt to the new environment, including new people and new things. What difficulties and problems will new employees encounter in their work? How should we deal with it?
What difficulties will new employees encounter in their work:
The scope of their work is not very clear - this is the most common problem encountered by new employees. They are highly motivated and often participate in other work while completing their own "scope" work, which is called meddling in old employees.
When encountering difficulties, I don't know who to find to solve the problem - new employees always have a process of getting familiar with new colleagues in the new environment. Before they get familiar with it, this problem is quite prominent.
Being discriminated and bullied by old employees - old employees often use their experience and understanding of the unit to ask new employees to do some work for themselves, and some also ask new employees to invite them to dinner, which is a bad corporate culture in many units.
Inadaptability to existing hidden rules - every unit has some hidden rules more or less, which are very familiar to old employees, but may be followed by new employees.
The work goal is not specific and measurable - new employees are not very familiar with the work. In addition, other people's supervisors or HR cannot clearly tell them the target value of the work, but just tell them that this is what you want to do, and that is what you want to do. This will make new employees not know the depth of the work and the standard of good or bad completion.
Inadaptability in life - after all, the living environment of the new unit has changed, and even where the canteen is, HR needs to take them personally to get familiar with it, not to mention other things like Zhufa's living and transportation.
Operating according to the table involves many low-level mistakes - new employees often have poor flexibility in operating, are very careful, and operate strictly according to the table. Some empirical things need to be accumulated and old employees help and guide. Therefore, new employees often make some very, very unexpected low-level mistakes, and some mistakes will make people laugh or cry.
There are so many leaders who don't know who to listen to. New employees are bullied, which is a common feature of all units. So some leaders of non new employees will also command them. Sometimes they don't know what kind of officer is commanding them, which leads to the problem of what kind of command.
The problem of transition syndrome between new and old habits - no matter whether they used to go to school in other units or schools, old habits must adapt to the new environment. Such a process of adaptation is very painful for new employees, often causing loss and irritability of new employees, also known as transition syndrome between new and old habits.
The standard and process of becoming a regular employee - this is not a problem for standard organizations, but it is a long-standing problem for new employees who are not too standard organizations. Sometimes, when it is time for them to become a regular employee, their standards for becoming a regular employee have not been formulated.
What should employees do when they encounter problems and difficulties in work
1. Young people must maintain their due enthusiasm and passion for work and life, and have the courage and tenacity not to admit defeat and not afraid of difficulties.
2. Thinking can improve the ability and quality to deal with problems. Think more about why and how to deal with problems.
3. I have just started working, and I am not familiar with the situation of the unit. I should keep a low profile and consult more experienced colleagues and leaders.
4. We should not go to extremes. We should believe that there is a way when we get to the front of the mountain. All smart people use their wisdom to defeat difficulties.
