In the last byte, we looked at what a newcomer could do ro reduce the stress and make the establishment phase as smooth as possible. It today's byte, we look at what role the organization could play in the scenario.
Careful recruitment and selection is definitely the first step that the organizations can take to ensure that new recruits are in tune with the organization's culture and the expectations are rightly set.
The early job assignments that are given to new recruits could be those that t new comers can experience success in, this helps improve the self-efficacy and adjust to the new job more effectively. Research has also found that new comers who face early job challenges successfully tend to be higher higher performers.
Feedback and encouragement during this phase form a crucial ingredient of the smooth relationship. The immediate circle of the new recruit, i.e the immediate supervisor, peers, other newcomers, support staff are important sources of support during this encounter.
During the change and acquisition phase, rewards play a major role. Organizations should tie the newcomer's rewards as explicitly possible to to performance. Feedback as mentioned earlier is crucial, and it is advisable that the new comers should received daily, consistent feedback. This also communicates that the organization is concerned about their progress and wants to help them learn the ropes along the way.