The implementation process is aimed at adapting the newly hired employee to the work environment and the rules prevailing in it. Properly designed, it affects the faster adaptation of the employee to the new role, increases his sense of security and minimizes the risk of leaving the organization.

The first stage of the process is the proper introduction of the employee to the workplace. In the next stage, the employee undergoes an initial work experience, which is observed and then evaluated by the supervisor. In the last stage of implementation, the direction of the employee’s professional development is determined.

In order to implement the adaptation process, available welcome and integration tools are used. Welcome activities include:

• a welcome letter (e-mail or telephone) from the director (manager) of the facility,
• introducing the employee to other team members (department, department, etc.),
• posting a short interview with a new employee on the company’s intranet,
• e-mail informing other team members (facility) about the new employee,
• informal meetings with the team on or outside the company’s premises,
• appointment of a supervisor (direct supervisor or other person chosen for this task).

A key role in the adaptation process is played by communication, which can be divided into four main phases:

• providing general information about the company,
• detailed familiarization with the principles of the company’s operation,
• defining tasks, responsibilities and expectations related to the work on the position (including on-the-job instruction),
• acquaintance with colleagues.

Creative and often unconventional methods of introducing new employees certainly help to build the company’s image and make the first days at work more attractive and reduce stress. Above all, however, it should be emphasized that as a result, they significantly affect their commitment and attachment to the company. Proper implementation of an employee to work also significantly affects his work safety and the perception of the company as an attractive workplace. Having a professional adaptation process is becoming not only a requirement for modern enterprises, but also an element of the competitive struggle to attract talents from the labor market.

Studies have shown that formalized adaptation procedures are the most effective method of adaptation. Employees who complete such programs become more engaged in their work and have a lower level of fluctuation compared to those who have not been properly adapted.

When conducting the adaptation process, it is worth using a wide range of available tools and getting acquainted with good practices that are appreciated by newly hired employees.

Investment in proper employee induction should bring measurable results in the form of new employee results in a faster time and reduce employee turnover, which leads to a greater sense of security among the staff and a positive atmosphere in the workplace.

Source: CIOP and PIB materials

Source: https://www.seka.pl/proces-adaptacji-pracownikow-na-nowym-miejscu-pracy/

Supported by Norway through Norway Grants 2014-2021, in the frame of the Programme “Social Dialogue – Decent Work”.