Månedsarkiv: december 2018

VEJEN TIL EN GOD FØRSTE DAG

VEJEN TIL EN GOD FØRSTE DAG…

Der findes utallige historier om nye medarbejdere, der er mødt op til en mildt sagt uheldig første arbejdsdag. Negative oplevelser på første dag har konsekvenser. Hvis ikke medarbejderen ligefrem bliver væk dagen efter, giver det i hvert fald et ordentligt hug til trygheden og glæden ved jobbet.

En dårlig første dag kan også forlænge tiden, indtil vores nye medarbejder er helt oppe i gear. Og risikoen for, at ansættelsesforholdet bliver kort, stiger.
Vejen til en god første dag går gennem planlægning. Vi skal være parate til den nye.
Indsatsen skal naturligvis stå mål med virksomhedens størrelse, hvor mange resurser
vi har osv. I det følgende vises en række ideer, der kan benyttes efter behov.

Kontaktperson i virksomheden

Der skal være en person klar til at tage i mod. Der opstår ofte hastesager, og chefen kan blive tvunget ud på opgaver, der virker mere presserende, end at en ny ansat starter. Men hvis det kan ske så sørg for, at der er en backup-person. Det er en kæmpe ærgrelse for en ny medarbejder at tilbringe de første timer alene.

Morgenmad med kollegerne

En gammel klassiker er at have morgenbrød med og bruge en times tid på at
spise og tale om løst og fast. Og fx tage en ”bordet rundt”, så alle får præsenteret
sig selv. Hos dem der brugte tricket fra side 16 med at sende et lille spørgeskema
til den nye ansatte før første dag, er snakken allerede i gang.

Dagsplan og ugeplan

Der bør være en klar plan for, hvad der skal ske i løbet af den første uge. Måske
har du allerede tilsendt den, før den nye ansatte startede. Hvis ikke, så hav den
klar på skrivebordet eller hvad der nu vil være den nye medarbejders faste base.
Brug tid på at tale den igennem med den nye ansatte.

Hav konkrete opgaver klar

Et job kan være så indviklet, at det kræver en stor mængde oplæring at komme
rigtigt i gang. Men kan vi have konkrete opgaver klar til dag ét, vil det skabe stor
motivation hos den nye. Det gælder, uanset om det er en journalist, tømrer, frisør
eller praktikant… Opgaven skal selvfølgelig planlægges, så den ikke gør skade på
kundeforhold og andre relationer.

Rundvisning

Hvis der er tale om et større sted, så vis rundt og hils på folk i andre afdelinger og
forklar, hvad der sker. Det behøver ikke være chefen, der gør det. En kollega – fx
en buddy – kan gøre det ligeså godt. Det er i øvrigt også et fint ansvar at give
sine andre ansatte.

How to Prepare Yourself Before the Start of an Internship

Knowing where to find inside information about a potential employer can mean the difference between getting a job from a great company and heading down the wrong path.

It’s tempting to jump on the first job offer you get, but the last thing you want to do is find yourself working for a company that doesn’t align with your goals or values. But it’s difficult to get a full picture of a company’s culture and working environment in a few short interviews and one tour of the office building.

Take Time to Review the Company’s Website

Before starting your research, take some time to think about what you want and need — both from and beyond the job — to be successful and truly engaged at work.

Take time to review and learn about the company, its products and services, and the employees who currently work there. Check out current employees LinkedIn Profiles so that when you begin your internship, you’ll feel that you already know your supervisors and co-workers. Be prepared on your first day to go around and meet people and introduce yourself. Taking the initiative to meet your co-workers will help set a good tone for your ability to establish personal and professional relationships.

 

 

 

How to Work with Someone You Hate

god morningWorking with someone you hate can be distracting and draining. Pompous jerk, annoying nudge, or incessant complainer, an insufferable colleague can negatively affect your attitude and performance. Instead of focusing on the work you have to do together, you may end up wasting time and energy trying to keep your emotions in check and attempting to manage the person’s behavior. Fortunately, with the right tactics, you can still have a productive working relationship with someone you can’t stand.

If you work with someone you don’t like, you’re not alone… The detested co-worker is a familiar archetype, this is part of the human condition… There are always other people — be they relatives, fellow commuters, neighbors, or coworkers — who we are at risk of tangling with. Avoiding people you don’t like is generally a successful tactic but it’s not always possible in a workplace. Some people are there, like it or not. Next time you find yourself shooting daggers at the person in the cubicle next to you, consider the following advice.

Manage your reaction

Your response to your dreaded co-worker may range from slight discomfort to outright hostility. The first step is to manage it. If there is someone who is annoying or abrasive, don’t think about how the person acts, think about how you react. It’s far more productive to focus on your own behavior because you can control it. This will enhance your ability to handle stress, which means the annoying person isn’t that annoying anymore.

Keep your distaste to yourself

While working through your displeasure, avoid the temptation to gripe with other coworkers. Because emotions are so contagious, you can bring everyone down. Besides, complaining about someone in your work can reflect negatively on you. You may garner a reputation as unprofessional or be labeled as the difficult one. If you find you have to vent, choose your support network carefully. Ideally, choose people outside the work.

Consider whether it’s you, not them 

Once you have your reactions in check, think about what it is you don’t like about the person. Is there something specific that sets you off? Is it that she’s just different than you? Does he remind you of your father? Do you wish you had her job? Jealousy and other negative emotions can cause us to wrongly assess and mistreat others. When someone is doing better than us, we tend to scorn them… Differences can make us biased. Our favorite person in the world is ourselves. The more different someone is from us, the more likely we are to have a negative reaction to them. Focus on the behaviors, not the traits, that irk you; this will help you discern stereotypes from true dislike. Start with the hypothesis that the person is doing things you don’t like but is a good person. By better understanding what is bothering you, you may also be able to see your role in it. It’s reasonable to assume you’re part of the problem… Be honest with yourself about your share of the issue. And be on the lookout for patterns. If everywhere you go there’s someone you hate, it’s a bad sign.

Principles to Remember

Do:

  • Manage your own reaction to the behavior first
  • Practice emotional detachment so the person’s behaviors don’t bother you
  • Spend time trying to get to know the person and better understand what motivates him

Don’t:

  • Assume that it is all about the other person — you likely play some part
  • Commiserate with others who could be unfairly influenced by your negativity or may judge you for your complaints
  • Give feedback unless you can focus on work issues and can avoid a personal conflict

 

Er du i tvivl om, hvad din chef må sige om dig?

Personalesager er per definition fortrolige.

Din chef må gerne udtale sig om for eksempel de generelle retningslinjer på arbejdspladsen, men hun eller han skal til hver en tid afholde sig fra at omtale konkrete personalesager.

Ifølge straffelovens § 152 er det strafbart for ansatte uberettiget at videregive fortrolige oplysninger.

Et godt råd til chefen

For at være på den sikre side, er et godt råd til landets mange ledere:

– Som chef skal du holde kaje om konkrete sager.

 Tommelfingerregel til lederne.

– Lad være med at sige noget om dine medarbejdere offentligt, som du ikke vil have, de skal sige om dig.

En chef bør aldrig udlevere ansatte, da det kan få resten af medarbejderstaben til at ryste på hovedet og gå udover de ansattes motivation og tillid til ledelsen.