How to better integrate into corporate culture

Can be considered from the following three aspects.

Raise awareness: it is a long-term process for new employees to integrate into corporate culture, and it is a process of moistening things quietly.

For new employees, it takes a process to truly understand and accept the culture of an enterprise. This process can temporarily set three milestones: one day, one month and one year.

First of all, the first day of new employees entering the enterprise is very important. The basic impression of the enterprise will be formed on this day, and the first impression will form the "first round effect". If the first impression is positive, he will easily accept the ideas that the enterprise will convey next and actively overcome the inadaptability of entering a strange environment; If the first impression is not good, enterprises need to spend more time and energy to make up for it and change it later. Generally speaking, the newcomer will notice the internal image of the enterprise on the first day, get in touch with some internal business processes, get to know the basic situation of the enterprise, and get to know some colleagues, which may include colleagues who assisted in the entry procedures, colleagues who introduced him to the situation, and his immediate boss, who made a special trip to meet the senior management of the newcomer. Their friendly attitude, active, dedicated and responsible spirit in action, and other habits in line with corporate culture will give new employees an open mind and enhance their confidence in the enterprise. Because new employees will associate their good feelings for these colleagues with their feelings for the whole enterprise. For the new employees recruited on campus, the effect of designing the first impression is particularly obvious. From a small detail, the new employee can even observe that almost every old employee is wearing a watch, so the conclusion he got after asking is that professionals pay attention to time and efficiency.

Next, the new employee will formally work with the department colleagues. In the first month, because I am unfamiliar with the specific work and environment, I need to meet the challenges at work. He also needs to integrate into his own department, and gradually feel the culture of his team and the real corporate culture while working with team members. At this stage, new employees are in the probation period, and enterprises will generally focus on and inspect the ability growth of new employees. At the same time, they can also help him quickly integrate into the team through informal forms such as greeting cards, promotion and display, parties, communication with the manager and team activities. In addition, it is necessary to promote him to actively participate in team activities at the enterprise level, so that he can find a sense of belonging from various channels such as enterprise party committees and trade unions and internal associations such as sports and photography associations, and accelerate his familiarity and integration with the whole enterprise.

After entering the enterprise for one year, new employees are no longer new employees in the general sense. At this time, we can hold salons, summarize documents and other forms to promote them to sum up their growth in stages, become role models for later generations, and help them grow with positive behavior. In this way, they can be called truly integrated into the corporate culture. The corporate culture construction of new employees has also formed a virtuous circle.

In a year's time, the cultural integration measures taken by enterprises for new employees are mostly informal, rather than formal forms such as publicity. At the same time, corporate culture is not through propaganda slogans, but the normal state within the enterprise.

Progressive system: the cultural integration of new employees is a relay race, which requires the continuous concerted efforts of human resources departments, department managers of new employees and the whole enterprise.

Who is responsible for integrating new employees into the corporate culture? When a new employee leaves because he can't understand and adapt to the corporate culture, who will be responsible? Generally speaking, it is the corporate culture department, human resources department or no department.

First of all, the human resources department or an independent corporate culture department must be responsible for the cultural integration of new employees. Promote corporate culture through various visual identification means, maintain a professional image and a positive guiding attitude when facing new employees, introduce corporate culture in an intuitive and acceptable form in the training of new employees, and act as the initiator and process supervision department of new employees' cultural integration to guide new employees' cultural integration into their work.

For new employees, the second best person to integrate into the culture is the department manager or direct supervisor of the new employee. This is the most important part. The department manager is the first responsible person, and the human resources professionals are the second responsible person. The most professional human resources workers can't replace the role of department manager of new employees. The survey shows that among the reasons for employees' resignation, being out of touch with the competent leader ranks in the top five. The department manager is responsible for most of the work of new employees' cultural integration, including various specific measures, advanced ideas embodied in daily work such as team management, team atmosphere building and cultural construction, job counseling, interview, etc. For new employees, the department manager is the most direct textbook of corporate culture, and the department manager must be integrated into the corporate culture in order to guide new employees with correct behavior.

As far as the whole enterprise is concerned, employees can take excellent corporate culture as the principle, set an example and practice themselves, and the corporate culture can be endless. American scholars John Cote and james heskett believe that corporate culture refers to the corporate values and business behaviors shared by all departments in the enterprise, at least the top managers of the enterprise. Lenovo has a famous saying: setting an example is not an important way to motivate employees, but the only way. This famous saying is a realistic portrayal of this sentence. At the same time, the guiding ideology and practice of enterprises have also shaped the corporate image of new employees. In addition, advocating the culture of entrepreneurs or old employees and forming corporate fashion is also a way to inherit corporate culture.

Institutional guarantee: the integration of corporate culture also needs process and institutional guarantee.

First of all, the system itself is an important embodiment of corporate culture. The three structural elements of enterprise culture include enterprise material culture, enterprise system culture and enterprise spirit culture. At the beginning of new employees entering the enterprise, the human resources department will explain the relevant systems such as administration, personnel, finance and corporate culture management. The logic behind these systems clearly reflects the corporate culture.

Furthermore, culture and system can complement each other and interact with each other. Employees do business assessment. The integration of new employee culture itself, like all other work in the enterprise, is not a random work, and it can be sustained and achieved good results by relying on spontaneous self-discipline. It needs the guidance and restraint of the institutional process. When the new employee culture is integrated into the relevant system processes, it is necessary to explain the definition and significance of the new employee culture integration, clarify who is responsible for implementation, supervision and management, clarify the implementation process, time nodes and completion standards of this work, and stipulate penalties for poor implementation. At the same time, in addition to this compulsory cultural work, the relevant person in charge can also add characteristics and random ways to complement and interact with the basic work.

The integration of new employees into the corporate culture can help them feel at home in the enterprise, so that the company's excellent traditions can be passed on and the corporate culture has a source of constant renewal. New employees gradually become old employees, which will play an increasingly important role for the latecomers, the benign development of enterprises and the construction of corporate culture.