85 Early Entry Water Test

Entering the July, usher in a new round of inauguration peak, graduating students step into the society, college students paid internship, major companies more or less influx some new recruits in the workplace.

Can these 85 years' enthusiasm and enthusiasm enter the working state very quickly? Is there any gap between the old soldiers and the veterans? How will they treat them?

Recently, China's leading recruitment website, www.chinahr.com, has a total of 3000 professionals for the Beijing, Tianjin, Shanghai, Pearl River Delta, southeast coastal, northeast, Western and central regions. The special investigation of "how do you view the new recruits in the workplace" is launched. Let's take a look at the real first-line survey data, and see how the "85 after" job newcomers integrate into the workplace, and integrate into the enterprises, and how the colleagues around them perceive them.

The survey shows that 64% of the workers said that there are many new people in the company, and 23% of them said that "one or two young faces have appeared recently", and two items have nearly 9 people close to the respondents.

Among them, 26% of the respondents felt that they were "young and energetic, beautiful scenery in the company", and 31% of respondents felt that "newborn calves are not afraid of tigers, there is a rush for fresh people in the workplace". The rest of them have 12%, 14%, 9% people who have negative views on workplace newcomers, and feel that they are "afraid of hardship, fear of fatigue, no devotion to work", "lax, no sense of responsibility" and "low working ability".

When asked about the changes that these new employees can bring to the company, 40% of the working people said that these new employees would add fresh vitality to the enterprises. 15% of the people said they were very optimistic about these "high growth potential stocks", while 22% of them saw the acceptance of the new employees in the workplace and felt that they would become "excellent employees for the company's cultural atmosphere".

Finally, 11% of the people said: "these new people are afraid that they will choose job hopping immediately after their wings are full."

In view of this, Ouyang Hui, an expert in China talent network, said: "new people are the fresh blood of every enterprise. From the survey point of view, most of the workers in the workplace welcome the new people in the enterprise. After the" 80's "workplace problems are highlighted today, we hope that after 85 years, we can take up our unique personality through our own efforts, focusing on the work, reflecting the sense of responsibility of the workplace people, and being recognized by our enterprises and colleagues.

In addition, when choosing the new people, the HR Department of the enterprises mostly value the positive attitude of the new employees, and whether they can fully identify the characteristics of the enterprise culture.

Excellent ability and good workplace values will become the potential of enterprises. As a member of Team Leader, the composition of departments directly determines the performance of departments. Do you hope that there will be 85 new employees in the Department?

Regarding this, 42% of the respondents said "no problem. After 85, they have their own advantages, and hope to lead the 85." 23% of the respondents said that "depending on the specific circumstances, there is no doubt that the quality is good", and 8% of the people directly expressed "do not want to spend time to study, basically do not want".

At the same time, 24% of the staff members of these new employees indicated that they had the mentality of being "high above, directly directing and assigning tasks". 16% of them said they would be "qualified first, less than their communication", while 48% of the respondents were friendlier. They said they would "equal cooperation, help" and "soon establish friendship".

In view of these attitudes, a special survey shows us the workplace workers who once had the identity of "new", and how they were treated by colleagues.

36% of the respondents said they were "very much taken care of by their leaders and colleagues". 42% of the respondents said they were "not treated in a special way, and everything was done step by step". In addition, a small number of respondents chose more extreme options such as "quickly becoming the main force of the Department" or "being isolated, not being stressed" or "arranged to do anything that nobody wants to do."

In view of this, Ouyang Hui said: "how to integrate new employees into enterprises is a two-way assessment of enterprises and individuals.

85 the new recruits' vitality and freshness have become the biggest highlight of enterprises' concern, but without working experience and distinctive personality traits, they have undoubtedly reduced their bargaining chips for new recruits in the workplace.

Actively participating in the new staff training, departmental expansion activities, and listening to the opinions and suggestions of colleagues' leaders can speed up the growth of new people.

For the newcomers who have no work experience, the feeling of entering the workplace will have a great impact on their future career attitude and workplace outlook.

Therefore, the healthy and active corporate culture of new employees will enable enterprises to gain the value of new employees on the one hand, and create a good corporate culture in the old employees, which will ultimately benefit the enterprises. "

In the survey, 33% of respondents said that their enterprises were "actively looking for and accepting new jobs". 13% of the respondents said they were "more excluded from the workplace" and "need to be considered carefully". 9% of the respondents said that the company "totally refused to accept new people without work experience".

At the same time, 33% of the work people who worked for many years suggested that the workplace newcomers' "respect for their predecessors, be open-minded and ask for advice, and act in a low key manner" can better integrate into the company, while 38% of the employees look at the new employees' "positive working attitude and strong sense of responsibility". 14% of the people suggest that the new employees should release their hands and feet to "actively express their strengths", so as to be accepted as soon as possible.

At the end of the survey, the majority of the professionals expressed their opinions on how to deal with the new employees in the workplace. 33% of them suggested that enterprises should cultivate more opportunities for the new employees. 45% of them suggested that enterprises should pay attention to salary and development, avoid job hopping after the growth of new jobs, and another 12% said that enterprises should be "strict management and do not let new people out of bounds".

According to the findings of the survey, Ouyang Hui, a human resource expert of China talent network, specifically recommends that enterprises should fully trust new employees, value their growth potential, and actively recruit outstanding job candidates to join the company if conditions permit.

High growth and the momentum of entering the workplace will become a valuable asset that enterprises can not get from other angles.

At the same time, as a new workplace, the greatest degree of respect for the existing habits of enterprises, respect for colleagues' work habits, learn from it, absorb nutrition, and quickly grasp the workplace skills, adapt to the corporate culture, positive performance, spare no effort, will be a good way for the new employees in the workplace.

In particular, experts recommend that the human resources department of the enterprise set a clear annual training plan for the new people in the workplace, and give a clear attitude to the newcomers in the salary and growth space, so as to maximize the value preservation and value added enterprise's outstanding human assets.