How to Help an Employee Adapt? — HR CommunITy
On November 8, HR CommunITy by Kharkiv IT Cluster took place. The event’s theme was “Facilitating the Specialist’s Transition to a New Position: Roadmap for the Team, HR, and Managers.” The event was part of the “IT Cluster in the Cloud” project, supported by the USAID Program “Competitive Economy of Ukraine,” aimed at supporting small and medium-sized companies that have partially relocated their teams due to geopolitical and economic challenges.
During the event, we discussed how to ensure the successful adaptation of an employee during a transition to a new position. We not only talked about the adaptation of new employees, which we already successfully implemented during onboarding, but also about cases when people change their roles within the company or take on new management positions.
The event’s speaker was Oksana Oprysko, HRD CHI Software:
- Over 13 years of experience in HR and recruiting in IT and telecommunications.
- Experience in companies with a staff ranging from 15 to 370,000 employees.
- Recruiting personnel proficient in 18 world languages.
- Emphasizes the importance of involvement and self-motivation for employees at any seniority level.
📌 Adaptation during an external transition vs. transfer within the company
📌 The importance of quality adaptation
📌 Checklist of essential activities from the company, management, and HR
Navigation in employee adaptation: internal and external transitions
Internal and external transitions for employees can pose challenges and opportunities. In internal transfers, employees should expect new challenges and opportunities, as well as support during adaptation to new positions.
When transitioning to a new company, it is necessary to preserve the culture of the previous work and adapt effectively to new processes. Internal adaptation allows employees to grow within the company’s internal potential, requiring careful planning.
Adaptation planning involves considering the impact on the previous area, as its success determines the success of the new role. Internal advantages include preserving the company’s culture and quick adaptation. However, it is essential to distinguish between the old and new roles, preserving the value of both.
External advantages include a new perspective, diversity, and the reduction of conflicts of interest. However, adaptation time and the risk of failure must be taken into account. The company needs to manage the process carefully, especially during crises and changes in the business environment.
Internal and external employee transitions bring challenges and opportunities. In internal transfers, employees should expect new challenges and support during adaptation. Transitioning to a new company requires preserving culture and effective adaptation to new processes, while internal transfers allow employees to grow within internal potential, requiring careful planning.
Implementing effective strategies for internal and external navigation adaptation ensures increased productivity, reduced turnover, and increased loyalty. By promoting collaboration, knowledge exchange, leadership development, and effective team management, companies can maximize the benefits of transitions.
For successful adaptation, it is essential to consider planning and communication from management, create a friendly colleague environment, and recognize the responsibility and need for development. A checklist and communication-based strategies provide an optimal foundation for a successful internal transfer within the company.
“Support your employees during adaptation both expertly and humanely!” — the main point of Oksana Oprysko’s presentation.
📹 If you couldn’t personally attend the meeting or want to review the event, follow the link. The Kharkiv IT Cluster YouTube channel has a recording of the meeting.
We would like to express sincere thanks to our speaker Oksana Oprysko and CHI Software for their support of our HR CommunITy event by Kharkiv IT Cluster in conducting the webinar.
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