It's been 3 months since I became a member of society

Hello! This is Shimizu, who joined Colorkrew as a new graduate employee in April of this year.

It's been three months since I became a member of society, but I actually did an internship for six months about a year ago. Colorkrew has been around for 9 months.

There is a blog I wrote when I was an intern about why I chose Colorkrew, so please take a look at it.

When everyone joins a company as a new graduate, I think they join the company with excitement and anxiety about working in an unfamiliar environment.

I was also an intern for six months, and I was very nervous at the entrance ceremony.

I would like to tell you about what I was able to experience during my three months at Colorkrew.

Overview of Training

Colorkrew's training is

• Classroom training + on-the-job training
• Sharing daily activities through the in-house SNS "Goalous"
• Bi-weekly retrospective meetings

It is composed of.

Classroom training lasts about one month, and on-the-job training takes about three months to enter the project and gain various experiences. The timetable is classroom lectures in the morning and on-the-job training in the afternoon, so I am happy to be able to participate in practical work as soon as I join the company.

Goals for the training period are set in the company's SNS "Goalous". We will also share our daily activities through Goalous. Posts can be viewed by anyone in the company, so many people can know what they have learned as a new employee and the results of their on-the-job activities. Receiving likes and comments can also increase motivation.

And there is a "retrospective meeting" every other week. I will review my activities with people related to me and receive feedback. This allows you to grow while turning the PDCA.

We'll discuss each of them in more detail below.

Classroom Training

Classroom training includes business etiquette training that allows you to learn what you need as a member of society, such as how to exchange business cards and how to write emails outside the company, training to learn about the overall business and major businesses to understand the company's business, and training to talk with various seniors.

What is especially interesting is the training to talk to seniors. There are many times called "senior time" and "management member time", where you can have one-on-one conversations with each participant and learn about their ideas and know-how. For example, you can understand what the CEO thinks about "why it is important to grow" and "how to build trust" through direct conversation. Through this time, I was able to learn how to face the work of my seniors, which was a great help in switching to a mindset as a member of society.

On-the-job training

As mentioned above, in OJT, you will participate in several projects and learn in a practical format. As my first on-the-job job, I entered a project to run a company's portal site. From the experience of implementing an internal portal site during my internship, I was able to join without feeling the difficulty of new entrants.

What I learned in my first on-the-job training was the idea of man-hours. Until now, when thinking about the schedule of tasks, I had a vague schedule of about how many days. However, I learned how to break down the tasks and create a detailed schedule of how many people will take one of them.

Also, I started with small tasks, but as I completed them, I was entrusted with large tasks that would take about two months. Since this work is large and cannot be completed by myself, I learned the importance of consulting with many people while proceeding with the work.

On-the-job training begins immediately after joining the company. It seems that some companies have a training period of several months, but I was happy because I wanted to get involved in the work as soon as possible. By quickly getting used to the actual work, you will be able to identify your own issues early and think about your future career path. In addition, by thinking about issues and career paths, you can clarify what you need to do and grow while looking at your goals.

Goalous Goals and Activity Sharing

I will post what I learned through the training on the company's SNS Goalous. Goalous has the ability to set goals and share activities to achieve them. Through this post, you can let people know who you interact with and what you have learned from it. Not only did I take the training, but I was able to reaffirm what I learned by posting it on Goalous afterwards.

Retrospective

Goalous shares daily activities, but there is also a "retrospective" that is held once every two weeks when people involved get together. People related to my work, coaches, human resources, and other people participate, and I can not only share activities and learnings during the training, but also get feedback from the participants. → doing reflections, getting feedback, → improving and wanting the next time, a good cycle is naturally formed.

The good thing about this meeting was that I became aware of improving my explanatory skills. At the retrospective meeting, you can not only get feedback on the activity itself, but also point out how to explain it. I feel that my explanation skills are improving more and more because they can point out on the spot which explanations can be improved and how.

Other Initiatives

In addition to classroom lectures and on-the-job training, I was able to have various other experiences, one of which was participating in exhibitions. When I joined the company, the infection situation had calmed down, and I was exhibiting at an exhibition for the first time in several years, and I was also involved in the event as a member of the staff. At this exhibition, we introduced our own product, Mamoru Biz. Mamoru Biz is a business concierge tool that reduces nameless work, and is a tool that allows you to manage seating and equipment in the office using QR and authentication technology. At the exhibition, I was able to talk to many customers and ask about their current needs and issues while explaining the products. When developing, I realized once again that it is important not only to write code for the screen, but also to listen to the real voices of these customers. There will be several exhibitions in the future, so I will actively participate.

There were also various other opportunities, such as the opportunity to participate in study sessions held in-house and social gatherings with customers. Colorkrew has a spirit (value) that we value called "Open Challenge Kizuna". As long as you have the courage to take on challenges, people around you will gladly accept jumping in, regardless of whether you are a new graduate or not. I think that's one of the charms of Colorkrew.

Conclusion

At Colorkrew, I think we have a foundation for people who want to become full-fledged as soon as possible, work and have various experiences. My goal is to become a full-stack engineer. Therefore, we will take on the challenge of front-end and back-end development projects that we have been doing as on-the-job training until now, to projects where we can gain experience in infrastructure. If you want to become a talented engineer or businessman at the fastest time, please apply to Colorkrew! Job page