挺過新工作適應期
在當今這個工作靈活多樣、業(yè)績評估又十分苛刻的世界里，職業(yè)生涯通常是以月份而不是以年為單位計算的。接下來，小編給大家準備了挺過新工作適應期,歡迎大家參考與借鑒。
挺過新工作適應期
"It's the people, stupid!" Nigel Nicholson, professor of organizational behaviour at the London Business School, offers this important piece of advice to anyone starting a new job. "It's not the job, it's the people in the organization," he explains. "Get to know them, get to know their perspectives, get to understand what's driving them, get to figure out what the psychological issues are, what the tensions are. The more you know, the better."
“人才是關鍵，傻瓜!”這是倫敦商學院的組織行為學教授奈杰爾尼克爾森對職場新人提出的一條重要建議?！瓣P鍵不在于工作，而在于公司里的人，”他解釋道，“去了解他們，了解他們的看法、動機，找出有哪些心理問題，壓力又是什么。你了解得越多越好?！?/p>
Nicholson has a simple rule about what people should bring to an organization:" I call it 'VIP': vision, identity and passion. If you can bring some of all those things with you, then you will find it easier to communicate in future." What does he think is the most important thing to remember in the first 100 days? "Don't worry about whether you're going to be able to do the job or not。That's never the issue. It's the relationships that matter; the first thing is, think about the relationships."
尼克爾森有一個簡單的原則來概括人們應該為一家企業(yè)帶來什么?！拔野阉Q作‘VIP’法則，即眼界、個性及熱情。如果所有這些東西在你身上都能找到一些，你就會發(fā)現在日后的工作中溝通起來更為容易。”在他看來，什么才是職場頭一百天里最應該銘記的頭等大事呢?“別去擔心你是否能夠勝任這份工作。這從來都不是問題。最關鍵的是人際關系。首要的一點就是考慮人際關系?！?/p>
If you're planning to change jobs or start a new career, you need to understand the transition cycle, says Professor Nigel Nicholson of the London Business School. He identifies four specific phases requiring strategies for the first 100 days and beyond:
如果你正在考慮換工作或是開始新的職業(yè)生涯，你需要了解職場轉變周期，倫敦商學院的奈杰爾尼克爾森教授說。他提出，在入職頭一百天以及之后的時間里，有四個階段需要運用特殊戰(zhàn)略：
1 Preparation
Get to know the company and organizational culture you are joining, the products/services it offers, and its key people。
1 準備
了解你即將加入的公司及其企業(yè)文化，了解公司的產品/服務以及公司中的重要人物。
2 Encounter
Listen and learn when you start your new job. Keep your eyes open and ask questions, even if they seem stupid or you already know the answers. You won't get another chance to question as openly as this。
2 體驗
開始新的工作后要多傾聽，多學習。睜大雙眼，多問問題，即時問題顯得很蠢，或是你早已知道答案。因為你不會再有可以這樣坦誠提問的機會了。
3 Adjustment
In this phase, you aim to reduce differences between you and the organiztional environment by changing either the environment or your behaviour。
3 調整
在這個階段，你的目標是通過改變環(huán)境或者自身行為來減少你和企業(yè)氛圍的差別。
4 Stabilization2
Finally, you put in place the things that are going to hold your new situation together and make you part of the organization--before you move on to the next stage of preparation for another change。
4 穩(wěn)定
最后，把那些構成你的新局面、令你成為公司一分子的因素歸位——知道你要為下一次換工作做準備為止。
擴展：應屆畢業(yè)生求職應注意什么
1. Relevant experience 相關工作經驗
Twenty-three percent of hiring managers say the candidate's ability to relate their experience to the job at hand is the most important factor in the hiring decision. Unfortunately, new graduates often underestimate the experience they have through internships, part-time jobs and extracurricular activities, but 63 percent of hiring managers say they view volunteer activities as relevant experience.
23%的招聘經理稱應聘者的相關工作經驗是決定是否雇用的最重要的因素。不幸地是，應屆畢業(yè)生往往低估實習、兼職及課外活動的重要性。而63%的招聘經理稱他們會將志愿者活動當作相關經驗。
2. Fit within the company culture 是否適應企業(yè)文化
Just because you look good on paper doesn't mean you're a shoo-in for the job. To 21 percent of employers, the trait they most want to see in a candidate is the ability to fit in with co-workers and the company. Offering up a blank stare when the interviewer asks why you are the right fit for the job will not go over well. Just be yourself, but never insult, interrupt or irritate the interviewer. This can also be evaluated by that "unimportant" small talk at the beginning of an interview or non-job-related questions like "What was the last book you read?"
你的簡歷做的好并不意味著就能獲得工作。21%的招聘者最希望應聘者具有的素質是能和同事相處融洽、融入公司。在被問到為什么認為自己適合這份工作的時候，面無表情地緊盯面試官就不是一個好做法。表現出正常的狀態(tài)就好，但注意絕不要侮辱、打斷或惹怒面試官。面試前"不重要"的簡短談話，或那些與面試無關的問題，如"你最近讀過什么書"，都能評估出你能否融入公司。
3. Educational background 教育背景
Nineteen percent of hiring managers place the most emphasis on your educational background: the institution you attended, major, minor1 and degree earned. Be sure to also include courses taken and completed projects if relevant to the job. With grade point average, it's tricky2. A good rule of thumb is to omit it unless it is 3.0 or higher and denote if it's your overall or major GPA.
19%的招聘經理對教育背景最為關注：學校、主修、輔修及學歷。如果你學過的課程、完成的項目和工作有關，一定要寫在簡歷中，面試時也要提到。如果成績一般，那就有點兒困難。一個經驗之談是如果成績特別好，你可以在簡歷中小提一下，否則就不必要提了。
4. Enthusiasm 熱情
Passion for the job is the top characteristic 19 percent of employers look for in a candidate. Employees who are passionate3 about their jobs tend to be more productive workers. The answer to "Why do you want to work here?" should always focus on the strengths of the company and the challenge of the position, not the perks4. A "take or leave it" attitude about the job will leave the employer feeling the same about you.
19%的雇主最看重工作熱情。那些對工作有熱情的員工往往會創(chuàng)造出更大的生產力。回答"為什么你想在這家公司工作"，應該集中在這家公司的強項及職位的挑戰(zhàn)性上，而不是報酬。"我的條件你不接受就拉倒"的態(tài)度會讓雇主也產生和你一樣的想法。
5. Preparedness 面試準備
Eight percent of hiring managers say the ideas you bring to the table and the questions you ask carry the most significance. Come in prepared to discuss how your qualifications can specifically contribute to the success of the company. Actually put yourself in that role and explain how you would perform your work and ways to improve it.
8%的招聘經理對于應試者闡述的想法以及提出的問題最為看重。準備好，討論你的能力具體會如何給企業(yè)帶來成功。把自己放在應聘的職位上，闡述你將如何開展工作及改善工作方法。
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