How To Integrate Into The New Company After Job Hopping

People change

Changing the form of address is the foundation of team integration. Therefore, we should pay attention to changing your XX company or XX company to your company or our company when you talk with your subordinates or peers.

Some people may work in the original company for a longer time, and it may also be that the original company is a well-known large enterprise -- the management system is more standard and the operation way is more flexible. In general, it is deeply influenced by it. At the same time, it has not yet taken the new company as its own company, and can not change the address when speaking, but it is very bad for you.

Because the new company will think you have not yet integrated into their team, not their own people, will be against you.

How to deal with the relationship between superior and subordinate?

Handling interpersonal relationships is the cornerstone of a firm foothold. Any enterprise, unit, school or organization is a small society. There are all kinds of people inside, and people of all kinds of colors will have interpersonal relationships.

The interpersonal relationship of the grass-roots personnel is relatively simple, the higher the level is, the more complex the interpersonal relationship is, because the high level means politics, rights, interests and honor.

If you are the middle manager of a new company, you may be faced with relatively complex relationships and how to deal with such relationships: proactive is undoubtedly a magic weapon for success.

When your new boss ignores you or keeps looking for trouble, you should take a positive attitude -- talk to him, show your attitude and understand his ideas.

Most people have a kind of inertia thinking: since he wants to chase me away, I have no meaning to talk to him again; it may be that I can not adapt to the corporate culture of the company, or I hate it when I first see that person, and how I work with him in the future, I gradually get bored.

The result of this way of thinking is to give up and fail.

Therefore, if you want to get a firm foothold in the new company, you must take the initiative to try it. It is the so-called survival of the test. The result of the conversation may not be as bad as you think, but it may become the basis of mutual trust.

Because everyone is honest.

Second, prove your ability through time and work performance, prove that you are the person who can do things, and are the ones who help him to worry.

Never say that your subordinates are incompetent in front of the new boss, because the first feeling for your boss is that you are not suited to be a leader, and do not have the ability to manage subordinates.

How to develop your talents?

For job hoppers, especially middle managers, who have their own way of doing things and management style, they may have accumulated rich experience in market operation and management.

In the new company's new post, it is sure to display its talents, but at this time, we should not be too hasty. As mentioned earlier, middle managers may involve other people's interests and the complicated interpersonal relationships within the company. Therefore, first of all, we should adapt ourselves to the new corporate culture and humanistic environment, so called survival of the fittest.

Next, I will slowly combine my rich experience with the operation mode of the new company, and avoid the original practice.

Every company has its own good character only because it can exist.

Just like kung fu, although Chinese martial arts is the first in the world, it does not mean that other countries or other boxing species are useless. Bruce Lee can only become a myth of Kungfu, and push the Chinese martial arts to the top, that is, he can draw the advantages of all kinds of Kung Fu and soften it together.

How to layout and personnel adjustment?

Whether the new company or the new position should be adjusted immediately? The ancients said: once the emperor is a courtier, that is to say, most of the new posts will be adjusted by personnel, but not necessarily. There are two reasons for personnel adjustment: one is the interest relationship, which involves the interests of people who will think of using their own people, so that they are safe and assured; one is because they are easy to manage, and they are obedient, obedient, and carrying out with their own people.

If it is the first, there is no doubt that there is nothing to say.

If it is second, it is not necessarily because the subordinates are more or less inconsistent with their new superiors.

The best way is to activate them and use them for you.

Tang Taizong and Li Shimin can turn their assassinated Alex into their own bodyguards and pledge their loyalty to themselves.

Then you can at least make people who do not oppose you become your own people.

First of all, show your attitude, character and style of work as a leader, and let them feel that you can get the income that matches your efforts with your development.

This will reduce your subordinates' jealousy and their uneasiness, and at the same time give them a chance to work with you and fight the world.

If time passes, some of the subordinates will not be able to do so. At this time, you will make adjustments again and make progress.