The old job is now behind you. All the things you needed to fix for your old company could be ticked off on your to-do list.
Finally, you can fully concentrate on the new job and look forward to it. These 6 tips should be considered.
1 Ask questions: It is very important that you ask questions in good time! Don't be afraid that you could "bother" someone. If you don't end up doing things the way you want, you have to stand for them. Find out what is planned and how exactly the induction should take place. These are questions you should have answered before your first official day at work. Ask your direct contact person for content and organizational questions. Also inquire about informal rules in the company.
2 Watch a lot! Just at the beginning it is important that you observe a lot. This way, you'll find out who really has the say, how the tone and how habitus is to customers. You'll also find out if there are any rules you should stick to.
3 Your new colleagues - The first day. Welcome all colleagues on the first day, turned to a firm handshake. Sit or sit down to them and talk. It is a mixture of material and small talk. Private things you do not have to completely exclude, but not too much and not too deep.
4 Celebrate your debut! Look what is common in your new company. In any case, you should not start at the beginning. I recommend to wait a bit to get to know the practices of your new department. You can also ask what is customary and when it suits best.
5 Do a guidebook! Keep a journal of the first 100 days. Sit down in the evening, arrange your thoughts, write down impressions and write down questions or a to-do list. When writing down positive impressions and small initial difficulties that you write down the balance should be.
6 Get feedback in time! Feedback is important to you! The more the better! At the latest after the first six weeks, a feedback call should be made. Always ask what you can do better. Thank you for your criticism and see it not as an attack, but as an opportunity to optimize things. If you can not cope with something, talk to them.
Salary increase only by changing jobs: knowledge gap and fair salary
// By Fritzi Roth
More than every second employee in Germany believes that changing his or her salary can only increase noticeably. The reason: Salary transparency is not capitalized in most companies. Although most workers would like to have a better understanding of which wages are fair and fair, a study shows.
7 by 10 employees lacks transparency in the company
The salary of colleagues is a taboo topic in Germany. Only about one in four employees in Germany (28 percent) indicates that salaries are disclosed internally within their company. Most, however, are in the dark. This is shown by the results of the international study Glassdoor Global Salary Transparency Survey, in which more than 8.000 employees from seven Western nations were interviewed on the subject of salary transparency.
Compared to the other countries, Germany is in the last third and just ahead of Switzerland, where only 25 percent of the employees know about the salary of their colleagues. The majority of the working population in Germany would want (69 per cent) to better understand which salary is customary in the market - as measured by their own competencies, taking their job, company and industry into account.
Every second sees job change as the only chance for salary increases
The uncertainty seems to be primarily affecting ambitious middle-aged workers - and not exactly in the sense of the employer: 64 percent of the 35 to 54-year-olds believe that they can only increase their salary by switching to another company.
Across all age groups this is still the case for more than one employee (57 per cent). A lack of transparency can have a significant impact on whether employees are looking elsewhere on the labor market.
Knowledge gap in the field of content transparency
Especially for women, it is difficult to classify their own market value. The results reveal that only 38 percent of women are informed about the payment of the employees at the various hierarchical levels. By comparison, in the case of men, every second person is given the opportunity to have a good understanding of the payment of the colleagues at the various hierarchical levels at his employer.
An open attitude on the part of employers would have a positive effect on the business. Around two thirds of employees believe that transparent salaries increase employee satisfaction (62 percent) and boost business (65 percent).
Satisfied employees remain in the company
The message to employers is clear: salary information should not be tabooed.
Companies that provide a better understanding of fair pay and the development potential of salaries at different hierarchical levels are encouraging the commitment of employees. And these tend to tend to remain faithful to the company.
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