​​Career Management: On-boarding (Starting a New Job)

First impressions make lasting impressions.
Learn how to make the best when coming on board!

Making a good impression with managers, colleagues, and customers or clients, as well as doing a good job, are our goals when we start a new position. Most of all, we want to feel confident about our ability to do the job, and to fit in. Take some time before your first day, and during your first weeks, to remind yourself of your professional strengths and your enthusiasm for your new job.

Preparing
Before you start your new job write down at least ten reasons why you know you will succeed. Carry the list with you and look at it often.

Be yourself — that is one of the principal reasons you were hired.

Write down the first three projects/tasks you are looking forward to doing in your new position.

Realize that you don't have to do it all in one day (or even one week or one month).

Review your communication style:

• How do you usually keep managers, colleagues, and customers informed? How will you do that in your new job? Do you have an open-door policy, and if not, how do you set up informal conversations with others?
• Do you usually present ideas fully formed, or in the formation stage, and invite input from others?  
• Are you stronger in one-on-one communications, in group discussions, or equally strong in both?
• How do you deliver feedback? How do you accept criticism?

Make a new start. If there are work habits you'd like to improve, decide how to do that and the steps you’ll follow. Also remember that the strengths of your work style will help you thrive in your new role and environment.

Getting on Board
Use your job description as a planner: what are your regular responsibilities and what special projects should you anticipate as additions to your daily tasks?

• Create 30-60-90 day list of goals. Discuss these expectations with your supervisor and colleagues and revise the 30-60-90 day plan as needed.
• Make a To Do list and a To Learn list each day, and develop a system to keep track of your formal and informal learning.
• Create a list of the people you wish to meet and ask your supervisor and team for suggestions. Talk to your colleagues about the work, the culture of the organization, and about their roles. Learn about each other — you'll be spending a lot of time together. 
• Do your best to take on unexpected challenges. They are part of every job.

Managers can give you instruction and feedback, will evaluate your performance officially, and will help determine your path within the company. Clear, two-way communication with them is essential to maintain the vision, your role in achieving company goals, and your career development in the organization (and even outside it). Your visibility within the organization also extends beyond your own manager to some, or all, of the managers in the company

If you are a new manager determine your best strengths for this role, how you plan to motivate your team, and also how your supervisor can best mentor you to succeed in this role.

If you are highly experienced, and perhaps at the executive level, you may have to hit the ground running even faster than others starting a new job. Nevertheless, your adjustment period should include reflection time to evaluate the full scope of your responsibility and the collaborators who can help you reach your goals. Assess the information you need to make a smooth transition from your predecessor, including profiles of valued clients/customers, your introduction to them, and your introduction and initial presentation to other stakeholders, including management at the very top, and staff throughout the organization.

In today's environment, expect organizational change and view it as an opportunity for professional development. Pay attention to your company’s core business and any new initiatives and expansion. Determine where you can best contribute value to the company, and to your professional growth.

Starting to Thrive
Evaluate your progress each week. Your job description can be helpful. Add observations from your new experiences. Make sure you are doing the right job (as well as doing the job right). Ask for feedback from everyone, and set up a time for regular discussions with your manager.

As you come to the end of your first 90 day plan, write your next 30-60-90 day plan.

Recognize and reward your successes. Add them to the story you know best — yours!

Adapted from material that originally appeared in the University of Illinois Alumni Association's Virtual Career Center
© 2020, Julie L Bartimus Consulting, Naperville, Illinois