We try to make the adaptation system as soft and understandable as possible says eik Ivakin. What to do in the first week of work 1. Do not panic Don’t worry if you feel like you can’t complete new tasks and your team doesn’t accept you. These are normal sensations and they happen to almost everyone. Remember that everyone has the right to make mistakes. 2. Find out how the company communicates To understand how to behave in a new team you nee to find a method of communication that is convenient for everyone. Discuss in advance with colleagues how best to contact them on work issues write call or discuss live This reuces the level of anxiety.
Set Marketing Kpis In The Company
It is also important to understand the culture of the organization. For example if the company has strict rules treat this with understanding clearly follow all the processes and follow the instructions advises Larisa Bruver. 3. Don’t be afraid to ask San Marino Email List questions According to Larisa Bruver asking a lot of questions is normal. You can ask absolutely everything with the exception of questions that affect the personality honor and dignity of a person. At first you nee to be as curious as possible. When meeting colleagues it is advisable for a beginner to talk about their interests. It will bring you closer to the team. Perhaps there are guys with the same hobbies.
Explore external factors
On my first day I talke to the maximum number of people I understood how the team lives what is important and what is not says eik Ivakin. The newcomer immeiately nees to show his character traits to the new team. For example if you are a private USA Business person just say so. This is normal in our company half of the introverts. If a person says Hi I’m an introvert and I like to sit facing the wall we will find the most beautiful wall and put him there says the expert. 4. Request Feeback You can ask for feeback from the manager recruiter and colleagues. Request feeback at the end of the first working week month and after the trial period.
