How to build a better relationship between old and new employees?

When people fight they generally push one argument or solution upon others and are not willing to entertain the idea that there might be other possible solutions. Listing the alternative opinions and solutions can help both parties to find compromise.

Tensions between old and new employees may arise because of many reasons. Two of them are: younger new employees are more qualified than the old ones and therefore quickly come to occupy important positions thereby creating resentment among old employees; old employees have established networks and arrival of new employees is perceived as an intrusion into those secure networks. The solution in the first case is to have orientation of new / younger employees in a way that they learn to respect the seniority of old / older-in-terms-of-age employees even though they may become senior in organizational hierarchy. The solution to the second problem may be to facilitate the entry of young/new employees so that can seamlessly become a part of the cultural networks without disrupting the status-quo as far as possible.

The seniors should make all the efforts to make the new employees feel at home by guiding them in learning the tricks of the trade, dos, donts by giving them a gist of their duties, their role, the importance of their role in the fulfilment of organisational goals and the opportunities they will have if they understand their role better, perform better through team work

By providing periodic gathering by all the emplyees joinly..will help towards better relations between them.

Hi,

Transparency in communication &  free culture will surely help in maintaining a coordial relationship between new and old employees.

Chandrahas

HR people understands under current well of the employees.The most important part of this domain is career planning.The employees main grudge against fresh induction is their lack of security.The employee gets the promotion based on performance appraisal and some time by favor.The career planning must provide cushion to accommodate differing views.The right career planning help developing right attitude. Once this is sorted out,there will be no disaffection among employees.

It is the responsibility of funcational head to build the relationship between recently recruited employee and existing one by the use of the following:-

During team brief and introduce the new employees to the team and announces mentor for the new employees. If the new employee is an experienced hand, announce his strength in the team meeting and advise the existing employees to take guidance from him.

Arranges a Team development program on a week-end in a casual outing and this will help to join up among the team

Nagarajan

I think Old is Gold So First Of All YOur Responsibility Is Constructive To Old Employees..Then Automatically New Employees See the Old employees work Then new employeess Automaticall work Only for you do give suggestion to New Employees Do Your Relationship Frindlly But Like Stically Then all Are Work Carefully & Hardlly So .. Then  You Know Veryy Well

I think  Am I Right ?

Do Reply....

Thnks...

Opinions normally 3rd person will give.The people whoever involved in that particualr mission,has to go through organized discussion,making minutes there after.

With the written records if they proceed for particular mission,the problem will not arise...Unproductivity depates will not arise if things go with records.

It is very important to make good relation between all employs to make sure that you have to achieve target with available resources so you have to utilize the energy of youth and experience of senior member of the organization at the same time you have to welcome new members to expand your skilled brain in your organization .

If the older colleagues share their experiences and their achievements, the younger employees would understand their position as seniors and respect and work together with them for the greater good for the company 

In order to resolve this problem, some organizations have introduced the concept of "guider".

In this scenario whenever a new employee is hired in an organization, a person from within that department is assigned as guider to that new employee, who introduce him the overall culture of the orgnization and with employees as well.

Using intranet forum the gap in knowledge can be reduced between (new and old) employees by sharing their applicable knowledge within organization.

The joint family concept has almost wither away. In quest for gainful employment the educated youths had to go outside, sometimes abroad. Than it is not always becoming possible to take their parents along with them/him/her. But one thing must be consider that  child and grand mother/father vis-a-vis need company. Both the side it healthy for growth and satisfaction. Now the subject is becoming so tough that it is beyond solving the problem. The older person have started to live in old age home. This concept can be combined with childcare's home.

If the team is made vibrant, there would be no question of new or old employee. Avibrant culture always stregnthen the team

                      It will help to build a better relationship between old and new employees.It will also be productive, since the juniors can learn a lot from their seniors, and also it will  reduce the ego related issues.

Firstly, make them move together by inter activities without letting him know the reasons.

Secondly, organise training program such as induction/on-the -job training to mutually share their thinkings

Thirdly, group him to work with individuals with whom he is very friendly or make guys the otherway around to him.

Appreciate performance of both, if new one is qualified more along with experienced guys out-put.

Gradually these techniques may remove the ills.

the new employees should be briefed and counselled well at the recrutiment and induction stages with tips on how to make their entry easy for themselves by winning the co-operation of the older employees recognising their inhouse experience and at the same time being patient with assertiveness and proving their new brought skills rather on assignments rather than entering into any interpersonal competitive aggressive behaviours.

training modules could be designed wherein there is a mix of older employees and new employees able to spend sufficient time together through games, exercises, mutual praise and feedback exercises etc thus recognising mutal strengths and value to the organisation ready to learn from each other. there could be pre-post training dinners with families promoting interpersonal socialisation.

workassignments could be designed through project teams/task forces teaming up the older/newer employees with scope for bringing in their mutal expertise for organisational performance. joint review meetings with due recognition for achievement/progress without bias to both the segments could be done promoting mutual recognition.

the senior managers be trained in leadership, teambuilding and group facilitation and interpersonal facilitation skills with a cascading effect down the line with the agenda of demonstrating collaboration skills among themselves first not giving wrong signals down the line which could be imitated.

genuine grievances of the older employees in terms of salary/perks, facilities, designations, etc be looked into and upgraded where required to foster mutuality between the old/new. the new members too be not pampered much and only those who fit the organisational culture or have superior leadership qualities and expertise be recruited having a clear edge and able to navigate themselves with least handholding. could involve older senior members during the recruitment phase deftly and with transparancy at some stage promoting proactive mutual acceptance.

highlight the expertise the new employee brings in the joining circulars, while also praise the older employees during the personal introductions consciously in a natural manner thus promoting mutual respect and acceptance.

hope these range of thoughts would enable foster the transformation of the organisation reducing the hidden conflict between the old and new employees at various levels, while managing the interphases effectively through various formats and facilitation skills of the seniors in a proactively designed manner as an effective organisation development intervention.

regards/kshantaram