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New Opportunities

Last week an ex-colleague contacted me and told me there is job position in his company that I might be interested in. I decided to go for an interview and see what the offer is.

Through my posts it is probably obvious that I’m often not very satisfied with my current job. There are many reasons why I should leave.

While I was updating my CV for this job application, I didn’t feel too good and I didn’t realize before that I was so unsatisfied. Anyway, I planned to stay a little longer in this company, but I’m not sure any more.

This all might actually be a good thing but I’m really sad about this blog. I planned to make a story here, but for the second time, it seems that I will not be able to continue it. First, the project I was planning to write about was postponed several times and now I might be leaving the company without finishing the things I planned to finish (and write about).

Things change too fast for me to make a story here.

Company Culture Gap

The first company in which a person works (for some longer period of time) seems to, in most cases, have significant impact to his/hers working habits. Most people will just “do what everybody else does”. It’s always difficult to be different. This way they will become a product of a particular company culture.

Even after years spent in another company, a person can stay unchanged, not noticing at all what’s going on around him/her and what’s other people’s attitude towards their jobs. When changing a company, only a self-conscious person can really change her attitude and make some positive change.

If, for example, a person was used to the fact that 1 hour of active work per day is a lot, nothing that others do or say cannot change his/hers mind. Why? Because is his/hers first company, 1 hour is much more than other colleagues were willing to invest. There, 1 hour was really a lot. Sometimes this fact can be so deeply nested that completely blocks the person from getting new attitudes and improving oneself.

This leads me to the conclusion that, since an average person is so susceptible to bad influence (especially those coming directly from university to their first jobs), a lot depends on luck because most people don’t know to what kind of company they are going to.

This is why I think it is very important to care about employees who happen to have their first full-time jobs in your company. These people are picking up the atmosphere and the company culture very fast, since knowledge about “companies and cultures” almost doesn’t exist and the mind is ready for receiving all kinds of information. Give them guidance they need. Make sure your company has positive influence on them.

And to the newcomers: Pay attention to what others are doing - but think with your own head!

Investing Time

What new employees need is someone to provide them with company knowledge as often as possible, as fast as possible.

Maybe some individual is exceptionally curious and tries to get as much information as possible. And maybe some people know very well how to find their way around. But I think time needs to be invested if you want to get results. Otherwise it will be lost and the person will usually become more and more uninterested. Learning new things increases motivation, while leaving someone all alone for days, brings only dissatisfaction.

Things are learned much faster through communication than reading manuals. I know that latter is easier but if you want results, there is really no choice: somebody needs to do the hard work.