On-the-job Training. Performing the regular assignments under the supervision of experienced staff members (including your supervisor) who are available to lend additional support as needed.
Rotational Training Programs which provide training on short-term job assignments in different units or divisions of the organization while working full-time. Normally these temporary working periods are three to twelve months in duration. Evaluations may be made of your progress at the end of each assignment.
Formal Classroom Training may be interspersed with on-the-job training or rotational programs in order to supplement and speed up the learning process. In some instances, this formal training may be done as the first step in integrating the new employee into the work environment.
The "Sink or Swim" Approach leaves you completely on your own with some responsibility but an unclear job assignment with little guidance from senior staff. Under this circumstance, it is advisable to seek clarification of your responsibilities and additional feedback as to how you are doing.
No matter what approach is taken in your training, you should make it a point to seek out a mentor who is interested in and willing to help you. A mentor is a more experienced person who works in your organization and is friendly enough to answer your questions from time to time.
Mentors are useful for discussing your work problems and obtaining ad- vice on how you can best approach those problems. Mentors can also help you learn what others do in the organization and how their jobs relate to yours. They will be valuable for finding needed information at later times.
Organizational Realities
Try to understand the "big picture" as to how the organization works, its purpose, and whom it serves. Be sensitive to the work culture, namely, what behavior is acceptable and unacceptable, how people relate to one another, and what behavior is most rewarded. Often new college graduates are eager to try to make changes. Before proposing changes try to understand why things are the way they are-how the current way of doing things came to be, what benefits that way of doing things has, and who in the organization is strongly committed to the current way.
Relationships with Others
Most workplaces have a "pecking order," and as the newest hire you are it to be near the bottom. This may involve doing certain tasks that are not of interest to you or taking work direction from someone you may not particularly like. You will probably work with many different types of people in terms of age, education, experience, values and opinions. You may even find your position somewhat lonely in that there may not be many others of your own age. To combat this, try extending yourself to your fellow workers using the job as a mutual focus of interest. Do not be afraid to ask someone to join you for lunch or to introduce yourself to people in other departments.
Learning to deal effectively with your supervisor is very important.
Become familiar with his or her style of dealing with subordinates. Be sure to understand what is expected of you in terms of work assignments, communication, and handling problems. Your supervisor is your most important link to the rest of the organization-be sure it is a strong connection!
If you have not already, you might want to give some thought to how you work best in a work environment. Are you good at setting your own work pace? How independently do you like to work? Do you prefer special projects or work where responsibilities remain constant? By being aware of what you need to do your best work, you can communicate your preferences in the workplace.
Communicating at Work
Communication is the exchange of information in a manner that is mutually understood. Communication can be written, oral, or non-verbal. Being skilled at all forms of communication is necessary to be effective at work. When communication breaks down, as it often does, some of the variables that inhibit clear communication are:
Incomplete Information
- Oral information when written is more appropriate, such as in-complex instructions, exact deadlines, etc.
- Written information when oral would be more appropriate, such as in showing the importance of a certain task
- Information to or from the inappropriate person
- Information at an inappropriate time
- Improper use of language, the choice of words and what they convey.
- Actively listening, that is, showing that you understand what is being said and where unsure, repeating the information back to the other person
- Listening for emotional content as well as informational content
- Obtaining feedback to be sure that others understand what you are trying to communicate
- Being attentive to non-verbal cues such as facial expressions, tones of voice, eye contact, and body movements.
In the work environment there are many factors that affect how one gets along on the job that are never stated but are clearly understood by most employees. People often refer to these factors as the work norms of the organization. Sometimes the processes of the organization take on a political tone, as different personalities maneuver to each gain additional resources. You should avoid becoming involved in such conflicts while you are still new to the organization, but be aware that they exist Watch for special interest groups, elements of both formal and especially informal power, external constituencies important to the organization, participation in organization-sponsored events, and elements of organizational protocol
Your Early Career Years
Research on the topic of careers has shown that during the early years of a career the employee is:
- Developing expertise to lay groundwork for promotion or lateral career growth
- Developing creativity and motivation
- Becoming an effective and contributing member of the organization
- Developing a sense of personal values and direction
- Learning what work is really like
- Balancing demands of work with the pursuit of other interests
- Balancing the need for independence with organizational restrictions and requirements during a period of subordination and dependence
- Deciding whether to remain in the organization or occupation or to seek new opportunities.
Probably key to your success in your position is demonstrating a high level of competence in your area of responsibility. With that as a given, there are still several barriers that can keep you from being perceived as being effective. These perceptions can actually influence your ability to be effective, as others act based upon their perceptions. Below are the most common roadblocks you should be aware of:
- Inability to get along with others
- Minimal, baseline performance of job duties
- Avoiding responsibility and/or new or different responsibilities
- Becoming very routine about work
- Being negative and closed to change, finding reasons for not doing things
- Inability to handle constructive criticism
- Attitude that you are above the job, are working too hard, or are underpaid
- Seeming to be insensitive to the "political" factors of the organization.
Your organization may have career development or human resources specialists on its staff. Getting to know these individuals and discussing your career interests with the right people at work can be enormously helpful in planning and realizing your future development. Often career planning is an official part of your supervisor's responsibilities. Hopefully, he or she will be able to provide you with excellent guidance and support, if you take the initiative to seek them. Let your supervisor know your interests on an ongoing basis; do not wait for an annual review. Take advantage of in-house and external learning opportunities. Be aware of both horizontal and vertical opportunities within your organization and chances to do special projects that would enhance your skills and your value to the organization.
