1 thought on “Combined group: How to quickly integrate new employees into the work group?”

  1. When you recruit people, the next step is to integrate. Enterprises hope that new employees can quickly integrate into the organization. On the one hand, master the work skills, and on the other hand, they are familiar with other members and establish a tacit understanding. The latter is called the “group problem” in organizational behavior.

    is important. If you want to form a team, you must first form a group. A group of people who are not familiar with each other cannot form an efficient team. This is why virtual organizations connected by remote emails are difficult to achieve success in actual combat.

    The method of making new employees quickly integrate into the group. Each of us is no stranger to build a group. This concept came to China at the end of the last century, which was very popular. I remember that ten years ago, after the new season of the Spring Festival, almost every company would unify the newcomers to the training base in the suburbs, engaged in some expansion activities, and the links became more and more rich, and even special consulting companies provided design services.

    but have you found that there are fewer and fewer companies in the group construction in recent years. Of course, I refer to the traditional group building mentioned above. what happened? The cost ratio is low, it is useless. It does not seize the true logic of promoting individual groups. What should I do? How to quickly integrate new employees into the group? Let’s talk about it today.

    I just start with the group building. If you are listening to the class, you happen to be engaged in human resources, and you may have to question: Teacher Li, we spend a lot of money to build a group. Why is it useless? You didn’t ask me how I did it. In fact, the organization of organizational behavior does not care about the use of group building, but cares about the logical breakpoint behind. Where is the breakpoint?

    Whether you take everyone to do a brain force or physical task that you need to cooperate, or it’s easier, let’s play a real person CS, there are two points that can’t run. The first point is “official organization”, and the second point is “non -voluntary”. The group building will definitely not ask the opinions of each newcomer. It is the formal activity, which is included in the budget, and considers the management behavior of the input -output ratio.

    The question is here. Now, we temporarily jump out of the group to listen to a small case that happened to me, and then come back to see why there is a problem.

    The college in my college is a college, and new colleagues will join each year. Many new teachers have academic backgrounds and are not good at socializing. It is a problem to integrate into the collective. The college has organized many events, such as basketball games and table tennis games, but the effect is not good. There are thresholds, and people do not like to participate.

    Later, the college found that a house was empty, and it transformed it into a lounge. Get a coffee machine, set a few chairs, and let a monthly 500 yuan. The coffee beans and tea are used up and continued, and it is also idle.
    This room is not large. Sitting can sit 4 people, usually two people. Half closed, there is a door but not locked. Two people talked about things, and they would be very private to close the door; four people went in to discuss, covering the door with false, and it was not surprising that people passing outside heard it. Because it is small, no one will have a formal meeting here. Just when the two met, they went in and talked about two sentences. Someone was embarrassed to hear the door to join.

    The results are interesting. In such a small place, the usage rate quickly jumped to the top of the building. Especially for new teachers, I especially like to chat there, whether they are with other newcomers or old employees. Slowly, the old teachers found that almost all of the newcomers came from the chat in that room, and it was obvious that the integration of this new employee was faster than before.

    In more interesting, because the house is too tight, the courtyard has to put it into the appointment system. However, after doing this, the usage rate immediately dropped, especially the new teacher, and almost no appointment. Online operation is not troublesome, but no one is used. After several changes, in the end, the room returned to no appointment, and everyone could enter at any time, and the usage rate was higher.

    Why is this? We combine it with the two things to see.
    In 2009, an American organizer scholar also encountered the same confusion as us. The group building could not reach the ideal effect. He also wanted to know where the problem was.

    We we said earlier, the organization or team is equivalent to a social network. The group is actually the process of being accepted and recognized by individuals to join the social network. In a sense, group building is to accelerate this process.

    but the American scholar found that the role of a key link was ignored by everyone, that is, the role of a small social network. He found that the new employee was not accepted by everyone all at once, but first paired with one or a few people to form a small network for a relatively complete network, and then relying on this small network to enter the large group, complete the completion The process of cluster.

    Is we all have similar feelings. When you join the company, you can take the stage to introduce yourself, can everyone accept you? of course not. After coming to the office, the first thing was to find someone first and become friends with him. Regardless of whether it is the situation of the gossip company or the study process, it must be relying on him anyway.

    The experiments found that we humans are amazing and can judge in a short period of time. It is the best effect as who forms this small society network, whether it is the same hobby or the same personality.

    but there are two conditions. One is that the individual must be started spontaneously. It should not be too formal, and the individual cannot feel that this is a serious activity.

    The understand this, let’s look at the group building again. It must be officially initiated, and it is set in all links. There is no initiative at all, just walk away. In terms of cognition, it will classify it as a formal activity, which is not conducive to the formation of small social networks.

    In this college, why is a small and semi -closed lounge promoting the integration of new employees? It is because of its conditions in all aspects. It just creates a feeling of “informal”. If you are shy, you can close the door; if you carefree, ask a few more to ask for a few or two. You don’t even need to do it deliberately. Taking advantage of the opportunity to get water in the corridor, it is convenient to meet who calls.

    But once it enters the system, it will make an appointment and become a formal place. In individual cognition, this is no longer a place that can build a small social network. It is no different from the conference room, and the usage rate is naturally low.

    “Small Social Network” is actually a term of partial social studies. In organizational behavior, we use another similar concept to define it, called “informal organization”. We also mentioned in the publishing words. The value of American scholars’ research is to point out an informal organization. In the process of individual integration, it has assumed an important intermediate role. This paper was later published in Job Magazine, which is the highest journal for organizational behavior across the world.

    Surially using informal organizations to help new employees quickly integrate? After all, there are many important things that need to be done, and the cost should not be too high. Moreover, since it is a non -formal organization, the traces of intervention cannot be too obvious. How to do?

    In first, please think about it. Because the original individual integrates into the organization, it is basically a natural occurrence, and it is difficult for you to intervene in artificial intervention. But now it ’s different. The emergence of online social networks allows managers to intervene at a relatively small cost and accelerate this process. That’s why someone can study the points we can use.

    It in other words, Internet technology has reduced the cost of establishing informal organizations. After understanding this trend, I will introduce two methods for you.

    The first method is a bit like a blind date. Although we can’t mess up, we can help newcomers familiarize with colleagues in order to choose.

    For example, a company I have contacted, they asked employees to add a long string of suffix tags after WeChat names. We generally name it “Tom”, “True”, “Annie” and so on. They are “Tom Yoga Comic”. And the more detailed the suffix, the better. For example, if you like football, you ca n’t just write football, and which team you like. When the newcomer is here, you can quickly find someone with the same interest.

    The people who love Zhang Luo have always encouraged them to build WeChat groups. Cats, dogs, fitness, and sunbaths, newcomers are here, you can choose to join at will according to interest, such as boasting groups. I believe that your organization also has similar groups, and these informal organizations actually play a greater role than expected.

    The second method comes from my student’s enterprise. His company recruits hundreds of employees every year. He asked the Ministry of Technology to create a small program called “Athena Plaza”, and the interface was very much like a game when he was a child. The villains on behalf of each employee usually appear on the square. If a person happens to be busy, you will show a stroll on your avatar, you can click on it and chat with him.

    For newcomers, the company will push 7 people a week as “this week”. How to push it? If they are “strolling”, the system will post a pop -up window on the desktop of all employees to remind everyone. The company will encourage old employees to contact new employees. If you are chatting with a newcomer, you will get points. At the same time, the newcomer will also score you on the quality of the conversation, and further convert it into points for you.

    But please note that all this is non -formal. For new employees, they have no points themselves, which avoids the entire process as a task. In addition, there is a post -reading button on the chat interface. After clicking, the record does not exist. In fact, there must be records in the background, but how much this button fades the feeling of being monitored.
    For old employees, the points and organizational performance have nothing to do, and others cannot see it. The only purpose is to go to the shopping website to exchange products. This is also very important, as if the lounge of that college before, it should not be too large, unlocked, and could not make an appointment. It always maintains an informal state.

    The students told me that many good friends in the company met in the “square”, which greatly accelerated the speed of the new employee’s integration.

    The first method, no need to say, zero cost. The second method, although the cost of development seems to be high, you can always use it, and it is still low. This is the new choice brought to the organization online.

    In fact, the essence of the method is the three words: informal. This is what the manager wants to work hard. Sometimes you have to hide your good intentions to play the greatest effect.

    I will give an example, what do those who like to think independently? Indian scholars have done research and found that these people are not iron plates. They like celebrity social networks. In other words, they cherish their time and hope to communicate with people who have achieved and thoughtful people. Then you have to push such people quietly to them, and the technical content is not more than designing a complex group building.

    1) Informal organizations have taken the role of matchmaker in the process of integrating the group;
    ) Internet technology has reduced the cost of establishing informal organizations. Essence

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