INTERNAL MAINInternal changes are the norm of life of every company, the basis for development, a corporate axiom. But how they will be implemented in the company can be a catalyst or an obstacle to making changes. Many ideas have been "buried" only because they did not find the support of employees, they were not clear to them and were not perceived by them. Cooperation and perception are fragile substances and require a special relationship. Perhaps this is why the topic of internal RR becomes more topical. In any textbook on management it is said that РR is a public relationship, in our case the public is limited to the employees of a company, and the connection turns into relationships with the staff. And this connection must be based on company missions. Even if it was closer and more native to us than the concept of meaning, individuality, value. You can write anything in a mission, but it's important to understand how "we" differ from others>>. That in our company, people, business are special, they don't look like others. It is not about the ordinary division into “us” and “them”, but only in the traditions of the humanistic conception: the importance of personal individuality. The fundamental task of internal РR is to understand it and aspire to achieve it. And the fundamental problem is not to restrict РR to the propaganda of the necessary methods or thoughts in a company taken separately, not to cross the invisible border. And when you understand the basics, you can plan measures, directly or indirectly related to РR. Indirect measures of РR are literally almost everything – starting from morning greetings, the appearance of workplaces, the color of walls, furniture, plants etc. Small things, in reality, determine the lives, and specifics... middle of the paper... of new employees. The purpose of any adaptation program, in whatever form it takes place, is to help beginners get used to and accept rules of the game in the company. What is good and what is bad is possible and what is dangerous is if you try it. Staff service tasks: develop the adaptation program of new employees. It can be both a simple interview, and a seminar, and excursions to the office and production, and a film about companies, about management for new employees". The main thing that such a program was and was carried out, is however desirable in an informal style of execution which in many aspects depends on the company culture It is impossible to make employees loyal in one day, but if the staff of your company recommend it to another, your work was not in vain..