Respond to at least 2 peers. Include at least 2 outside sources in your postings for full credit. Ana Mendiol

Respond to at least 2 peers. Include at least 2 outside sources in your postings for full credit. 

Ana Mendiola

 Starting a new job can be intimidating, meeting new people, new environment. New everything. Learning the in and outs, having to introduce yourself to co-workers and then not remembering their name. At least that’s happens to me every time I walk into a new location for my job. It can be intimidating and overwhelming. “Socialization, the transition from newcomer to embedded organizational citizen, is an inevitable feature of organizational life. It is often a painful and traumatic experience, but why this is so, and how its difficulties can be ameliorated, is not well understood” (Gilmore, Harding, 2021). Every location that I have been to, there’s an in-processing briefing. It’s one long session with multiple briefers, known as one-time versus staggered programs. These briefings can become very long and as a participant, I would sometimes loose interest, but I would prefer this type of socialization that way it’s one and done. I don’t have to go through different briefings throughout multiple days.

Cynthia Reed

Once the employee is hired, the next step is keeping that employee and one way is to have a clear promotion path because “a clear career path helps retain talented people interested in moving up” (Phillips, 2020, p. 479).  Since a company wants to hire people who will be a benefit to the company for years to come, it is important that they hire people who have the ambition to move up in the company’s hierarchy.  Very few people are going to stay at a job where there is no hope of advancement, and they are going to spend years and years doing the same thing over and over.  Those people will soon get bored and move to another company that does offer them the ability to move up. 

Another retention strategy is to develop better supervisors.  One of the ways to have a new employee start looking for another job is for them to have a bad supervisor so the company needs to work on developing better supervisors because “fair managers whose subordinates trust them can improve employee retention” (Phillips, 2020, p. 479).  There is no faster way to have good employees leave a company than to have a poor supervisor.  Also, if a company develops better supervisors, there is a possibility that the new employee can become a supervisor in time because it helps for the supervisor to have knowledge of what the employees do daily.