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Book/movie review
22/08/2022
They also lack an ability to adapt to the work environment. At the same time, they are experiencing multiple life transitions—moving away from family and friends and becoming financially independent—and [the stresses of] these transitions seep into the workplace.
Is this adjustment unique to the Millennial generation?
No. Newcomer adjustment and socialization has been researched since the 1960s, so it has been documented as a problem for a long time, although there are nuances among different generations. Previous generations used to stick with a job long term; that commitment has slid over the years. People job-hop a lot more now. Millennials may be more likely to separate from an employer, so they go through the newcomer adjustment process more often than their predecessors did.
What is the impact of the failure to adjust?
It affects job performance and satisfaction. It can influence turnover, too—voluntary and involuntary. Recruiting takes time and money, and when people separate from an organization, HR has to start over again. In addition, newcomers who struggle can have long-term challenges with decision- making, self-confidence, and career identity and trajectory.
How can HR professionals develop psychological capital in employees?
Help newcomers set goals associated with their jobs. Then work with them to create plans to achieve these goals, anticipate obstacles and setbacks, and identify assets and resources for success.
Our research found that, in addition to psychological capital, two behaviors were associated with positive job transitions: socializing and information-seeking. If you offer more formal and informal socializing opportunities, you’ll ensure a more successful transition. Newcomers who network and build relationships are more willing to ask questions to learn more about their jobs and the organization and ask for feedback.
Consider making the orientation process longer—over a full 12 months—and matching newcomers with mentors.
Is this catering too much to new graduates?
No. In an ideal world, new graduates would realize that they are no longer the consumers, as they were in college. But rather than pop a new grad’s balloon suddenly, HR professionals and managers should let the air out slowly. Have a little compassion and take a more developmental approach. Instead of firing an employee, identify what is not working and what might be adjusted. Understand that some people struggle with the transition, but that doesn’t mean they won’t be top performers later.
The writer is very fast, professional and responded to the review request fast also. Thank you.
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