How to join a new job successfully?

Technology has skyrocketed. The speed with which we communicate, with which we move, with which we synthesize, with which we open and close stages, eat or cook. On the other hand, The world of work has not been immune to this dynamism, which is why more and more people include traveling through several companies on their resume. They come and go, because if there is one thing that new entrepreneurs are clear about, it is that workers, no matter how essential they are, are always replaceable. Well, in this article we are going to explain three keys to successfully joining a new position of responsibility.

Entry into any organization is always a complicated process.. In many there are very specific explicit rules and in all of them other types of rules prevail that are not written anywhere, but that everyone who works under that certain brand assumes and complies with. Failure to comply with them is not a reason for dismissal, or at least it is not usually, but complying with them is a sign of adaptation and good functioning, and advisable to successfully join a new job. Hence, the first recommendation…

Observe what is happening around you

The first recommendation to successfully join a new job is observation. Observing how people who occupy a similar position behave: in principle, if they have “survived” it would not be a bad idea to imitate them. It is also important to observe what the company’s communication pattern is like and replicate it, both with people above and below.

In this sense, Identification is born from observation. The one about the virtues and defects of your new position. The roles that each one plays in the case of an office or a small department: the optimistic, the helpful, the surly, the hard-working, the willing, the selfish, the interested… This will take you to the last of the important identifications , the needs. Consider that if, in addition to doing your job, you are able to make a significant human contribution to the company, your valuation is more likely to grow.

Learn about the work of others

The second recommendation for joining a new job has to do precisely with taking care of relationships and sensitivity.. The people above you on the organizational chart are important, but those below you are even more important. On many occasions, in some way they are your team, the ones who can make your work look like no other or, on the contrary, end up being a ruin. You depend on them, and the higher you are, the more you depend.

Know, know what they do, how they do it. Don’t assume, ask them. Even if one day you have the opportunity, put yourself in their place. You won’t get a better perspective than that to know what you’re being told is acceptable and what may be exaggerated or inaccurate. Besides, Do not try to make decisions for them or for their good and banish any paternalistic initiative that may occur to you. As for decisions that involve their position, don’t forget that they are the ones who know it best. Listen and count on them to make changes. This way you will obtain their commitment more easily and strengthen the communication bridges.

On the other hand, you will avoid making a mistake: taking inappropriate measures due to not taking into account variables that you ignore or whose subjective value you miscalculate. For you, eliminating a five-minute break may be nothing, but for a worker it can be a lot if, for example, they use that time to disconnect between two very heavy tasks.

Learn to motivate those around you

The third recommendation for joining a new job has to do with motivation.. In this sense, he reminds us that a bad motivational policy can be much worse than simply not implementing any. So, One of the most common ways to motivate is recognition: that which we all need to a greater extent. There is nothing wrong with this form of motivation, in principle. Well done, it enhances what a worker does well and as “bosses” it gives us space to ask for an effort in those points that he can improve.

However, for motivation to be effective (and not end up demotivating the worker) it has to be timely.. That is, motivation is a process, not something that is achieved overnight. You will be wrong if you try to sow and harvest at the same time, if you only give one pat on your back when you need something from someone. Keep in mind that when we detect this strategy in others, we disconnect from what they tell us at the beginning and simply wait for the request, so this strategy can turn against us. “And this one now, what will he want?”

Besides, Another fundamental ingredient for your motivational measures to work is that they are adapted, specific and not general.. Forget about “I like your work”, “you are the best”, these clichés are comfortable, but unproductive in the long term. They are made, they are manual and do not imply a real assessment of anyone’s work. “I’m the best…. But what do you like about my work? Why do you think I do it well?”

Unfortunately, this way of operating is much more common than desirable.: the costs are few and the results in the first instance are not bad. The problem is that the manipulation is usually very crude and it will not take long for the person to identify these types of evaluations as false and impersonal. And… who likes to be manipulated? Valuing work in this way is somehow telling the worker that what they do has so little merit and difficulty that you have not even bothered to get to know it.

Perhaps these are the most important recommendations from a psychological perspective to successfully enter a new job. understand that Performance is a consequence of many factors, and especially the human factor.. Hence the need to take care of it and seek honesty in communication.

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