How To Turn The First Day Of Work At a New Company Into a Success

First day of work. This is one of those “first times” that we will hardly forget. The illusion, the first impressions, discovering a new workspace, and the identity of that organization we will start being part of—new companions and bosses.

Despite everything, the first day of work has a relevance that is often overlooked, and that is that according to the study  Support, Undermining, and Newcomer Socialization: Fitting in During the First 90 Days  carried out by the magazine “Academy of Management Journal,” 4% of people who join a new position leave after living the first day of work as a disastrous experience. The figure may not seem relevant, but if we go further, 22% of worker turnover occurs within 45 days of being hired. 

Bearing in mind the thoroughness with which job interview are prepared and the cost that this turnover entails for organizations (three times the salary of the former employee), it is essential to devote efforts to adapting people to the company so that the first day of work be as successful as possible to start on the right foot.

From the employee’s point of view

We start from the basis that the employee joins a very defined structure. Precisely for this reason, there is a lot to do at an individual level to help ensure that they fit in the new system is satisfactory for all parties, that is why we give you some advice to get through the first day at a new company.

Taking care of first impressions: arriving on time, rested, and looking good (in this sense, we talk about cleanliness, but also respecting the dress code according to the company culture ) will tip the balance positively towards us when we join a new job. 

Knowing the company before arriving: researching its structure, its values, its presence at an international level or on the stock market… not only will it give us security when it comes to joining it, but it is also a clear sign of interest and curiosity that will value it positively. 

Adapt to the culture of the company: sometimes job interviews already give us an idea of ​​whether the company is traditional casual… it is essential to adapt to the culture that we are perceiving, and this will affect our dress, the degree of formality in relationships with colleagues, superiors, and suppliers… 

Find the middle ground: When establishing the first relationships, moving away from the extremes is advisable. The partners will want to meet you. Attitudes that are too introverted or extroverted can be an obstacle to our integration with the rest of our classmates. 

Socialize proactively: it may happen that in the first days of work, colleagues try to integrate us, in any case, we are the ones who arrive at an already established structure, so we must be proactive and try to establish relationships taking advantage of more relaxed moments such as coffee or the food, moments before or after a meeting… Asking questions if we have any questions or offering to help will positively affect our relationships. 

Identify ourselves with attractive values to others: maintaining an arrogant, individualistic, or negative attitude can determine that we do not integrate. We all tend to feel more attraction towards positive, pleasant, humble, and collaborative people, so showing these attitudes will open many doors. 

Maintain a relaxed attitude: if you are occupying a position in that company, you are the right person. The company is integrated after the selection process, so the first day is not the time to give lessons or demonstrate anything. We have to learn, understand our functions, get to know the environment and our colleagues… The more we demand of ourselves, the tenser we will be, harming this integration process. 

First day from the company’s point of view

The entry of a new employee into an organization is a process in which it must take special care. In the same way that an effort is made to select the future employee from many candidates, efforts must also be made to integrate them into the organization. This process includes the first day, of course, but continues even several months later, so that it can be integrated into the organization at all levels:  

Introduction to the company: on the first day of work, the person responsible for their integration must introduce the employee to the organization, making them aware of the business (regardless of whether they come from the same sector) and all the particularities of the company. Nothing should be taken for granted. Only the knowledge and deep understanding of the company will facilitate an excellent integration to overcome the first day. Dedicating a minimum of 15 minutes to it is essential.

Functions and procedures: The focus is on the tasks that the new employee will have to perform, the work systems, schedules, and internal dynamics. The goal is to understand their place in the structure and how to function within it. 

Culture and values: the transmission of the culture and values ​​of the company must be carried out through different channels: brand manual, messages displayed in the facilities, behaviors, and attitudes already installed… The new worker will gradually assimilate the culture and values. Only if you are aligned with them will you integrate into the company. 

Social integration with the work team: the importance of social relationships is indisputable, and more so in the work context. The organization itself must encourage new workers to establish healthy personal bonds because this will result in their professional well-being, productivity, and relationship with the organization. 

Loyalty and development: when a company integrates talent, its next objective is to retain it. These development and training plans will be carried out according to their needs and personal and professional profile. 

Carrying out this integration process thoroughly will have positive effects at very different levels: first of all, it will speed up the adaptation process, but it will also do it more effectively, achieving good productivity levels in less time and natural integration with the company culture. This will improve employee engagement with the company and talent retention rates. Undoubtedly, investment in integration becomes a pivotal element to enhance the efficiency of recruitment processes.

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