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Socializing New Employees to Your Organization

Via LinkedInTwo Socialization Strategies

Organizational socialization is also known as employee onboarding or learning the ropes. Socialization is generally defined as “a process in which an individual acquires the attitudes, behaviors and knowledge needed to successfully participate as an organizational member” (Van Maanen & Schein, 1979). The onboarding process promotes a new employee’s diverse talent by using appraisal methods that reflect individual learning style. New hire orientation and mentorship with teambuilding are two strategies of organizational socialization. Because people process their experiences and their environment differently, socialization strategies must be chosen careful to develop the social process and the person within the organization. Learning the organizational values, norms, and behavior patterns which include:

  • The basic goals of the organization.
  • The preferred means by which these goals should be achieved.
  • The basic responsibilities of the member in the role which is being granted to him by the organization.
  • The behavior patterns which are required for effective performance in the role.
  • A set of rules or principles which pertain to the upkeep of the identity and integrity of the organization (Schein, 1988).

I would like for you to think back to the current job (or last for anyone unemployed or self-employed) and reflect on your experience as the “new employee”. Did you immediately feel socialized through the on-boarding or new hire orientation process if applicable? It would help to employ mentorship with team-building for new employees.

How Could These Strategies Impact Job Attitudes?

New hire orientation (on-boarding) and mentorship could positively impact job attitudes by having someone who can answer the new employee’s questions, show them the ropes and the workplace culture in a positive and encouraging way. We all have been the “new guy/gal” at some point. This enables them find their “place” within the company culture. According to a study conducted by Abdul and Malik (2012) a “socialization program must be designed so which fulfills the expectation of employees” (p. 19). The employee’s perception of the socialization process encourages them to adapt quicker to an environment once they feel their socialization needs have been met. An employee’s attitudes, feelings and overall temperaments have a robust impression on job performance, decision-making, turnover, and teamwork.

Feedback-Seeking Behaviors and the Influence of Socialization

Feedback-seeking behavior is considered the proactive pursuit for feedback information in the work environment. Crommelinck and Anseel (2013) states “feedback-seeking behavior can be defined as the conscious devotion of effort towards determining the correctness and adequacy of one’s behaviors for attaining valued goals” (p. 3). Feedback-seeking behaviors can influence socialization by integrating well in the new social environment, it is inclined to have a more accurate and clearer understanding on their role in the organization and higher organizational commitment.

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