In the workplace, how should we cultivate high-quality new people in the workplace? Let's read with me how to cultivate high-quality new people in the workplace, which I believe will inspire everyone.
1. Why can I choose a fledgling child?
A newly graduated child is like a newborn baby. But the baby is not a blank sheet of paper as everyone thought before. If they are not taken care of by adults, they will die. They can't look up, turn over or feed themselves. This does not mean that they are dull and insensitive. They have a complete external sensory system and can respond at any time. Babies also have their own cognition, they have super imitation and learning ability, and the speed at which the brain receives information is amazing. By the age of 3, they already have their own unique personality.
Children who have just graduated have weak control in the face of this complex world. But they have a strong learning ability, and they are full of strong enterprising spirit for the future, and they will soon improve their abilities from the environment. They don't have rich experience, and because of this, everything about them is brand-new. They have newer thinking than you, which will enable them to make creative achievements in the future. Perhaps, when your business is facing a bottleneck, these young people will push the business to break a new path through innovation and change.
Don't let a newly graduated child? Cheap? Hire them. If a CEO's employment philosophy is mainly about saving money, the enterprise will not go far. The choice of these children must be based on the future layout.
2. What kind of children do you choose?
Many enterprises frequently recruit new people, but also frequently leave their jobs. There are two main reasons: there is no choice in recruitment and talent training is not in place.
Like children who have just arrived in this world, we divide the newcomers who have just entered the society into three types according to their temperament:
1) easy type: regular life, easy to adapt to the environment, positive reaction, stable and optimistic mood.
2) Difficulty type: poor pace of life, difficulty in adaptation, negative reaction, strong emotion and negativity.
3) Slow type: slow rhythm and negative. But depending on the environment, it will gradually become active (commonly known as slow fever? )
In this way, you can make choices according to the development needs of your own enterprise. Easy type, try to choose; Difficult types, resolutely do not choose; Slow type, selected, you can see what special talents he has that you appreciate or that the enterprise needs.
As a CEO, integrate the types of talents you need into your talent strategy. If you have an excellent HR team, whether they look at people with unique eyes, do research and analysis, or use psychological tests, etc. They will know how to help you choose the quality children you need and build one for you. Tiejun? .
3.？ A quality child? Correct training methods
The growth of children has its own laws, and so do newcomers in enterprises. Although everyone is different, we can grasp some basic laws.
1) Stage 1: build trust 1-3 months.
The most important thing for a newcomer is not to let him learn many business skills. Is to let him build trust in the company and colleagues. Just like a baby, you need to get enough warmth and caress from your parents within 1 year. Satisfied children will establish a good attachment relationship with their parents, which is the most important emotional foundation for their healthy growth. Children without good attachment will become indifferent and it is difficult to trust them.
Therefore, we should pay more attention and care to the newly hired children, let them know the company's history and corporate culture, and let them feel safe and trust in the company's atmosphere. If this stage makes them feel depressed, 56% people will choose to leave. Of course, during this so-called probation period, the company can further observe whether the child conforms to the company's employment philosophy.
2) The second stage: cultivate independence for 3-6 months.
At this stage, newcomers can take over the business independently and establish a sense of control over their work. This stage is the easiest time to make mistakes. They often appear in the process of trying to control? Accident? . Think about whether your naughty child often made mistakes when he was 1-3 years old, keeping you busy cleaning up the mess. But at this time, don't laugh at it or criticize it severely. Of course, we can't do everything for them. Let him try to learn from his mistakes and give correct guidance and encouragement. At this stage, if they are overworked and have serious doubts about themselves, 67% of them will leave.
3) The third stage: cultivate initiative and exploration for 6- 12 months.
After half a year, the newcomers have been able to complete their business independently and smoothly. Although I still make mistakes occasionally, it is not a big problem. At this time, we can give them more opportunities to participate in some discussions, put forward ideas and suggestions and participate in more activities. Don't deprive them of the right to ask questions at will. If they are always stopped, denied and put in the corner, 78% people will leave.
4) Stage 4: Develop self-confidence through diligence 12- 18 months.
This stage is like a child entering primary school. They already have independent basic skills, have passed the stage of nonsense, and can also take an active part in the work. They will enter a very hard learning stage and their learning ability will explode. They will become diligent because they want more praise, so serious that you will be moved when you see them.
At this time, we should give more encouragement and praise, and see more of their efforts and brilliant places. If we always attack them, they will feel inferior and gradually become timid. More seriously, 66% of them will leave.
5) The second stage: 18-24 months to complete the examination and approval.
This stage is equivalent to what stage of the child, adolescence, which is the most prone to adolescent problems. In this period, children mainly gain role recognition, form a unified self and complete self-cognition. They will become less obedient, have some ideas that you don't agree with, and will deliberately do something to resist you.
In the workplace, too, they will suddenly have a strong resistance to their bosses, point out the shortcomings of many companies, complain more, and hope to get out of control. The problem is that at this time, he feels very independent and can stand alone. But because of inexperience, the boss will still treat him as a rookie and will suppress him. This will lead to conflict. This makes them feel scared and makes people around them feel stressed.
In fact, at this time, they hope to give themselves a position in the company and get the value direction of future development. At this time, leaders or seniors should communicate with them calmly and help them out of this confused period. If you can't get good help, you should either leave or become negative and quickly become? Muddle along? State.
This stage will vary from person to person, some people adapt well, and some people will spend a long time. This is related to the previous temperament type. It is also related to the talent training mode of enterprises. To get through this stage, do they still count? Adults? Their road to struggle in the future really began.
Almost two years, those immature children have been able to take charge of the company in their own fields, and they will be more determined to stay and fight with you. Of course, at each stage, those children who can't make it smoothly may have made a wrong choice at the beginning, or many changes may have taken place. You can ask them to leave. After all, apart from the cultivation of the company, your own efforts are more important. However, remember that your purpose is to cultivate the talents you need, not to screen out the unqualified people. Don't worry, you worked hard to train him, but he left. People who agree with you will naturally follow you. Let him go if you don't agree.
Every child carries the love and expectation of his parents. Parents have worked hard to raise and grow up, and the school teaches them knowledge. But I feel that the responsibility of cultivating talents undertaken by enterprises is no less than that of school education. So train some excellent children, for your business and for society.
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