As a new hire it can be daunting as there is so much to learn. Suddenly you realise how much you knew in your old job. What are the tricks to hitting the ground running and building credibility in the first 90days as a new hire (honeymoon period before results are expected)?
Think of it as a transition period, you’ve got to impress your boss and colleagues in a short period of time. Different strategies are needed during this time. According to Michael D. Watkins author of “The First 90 Days: Proven Strategies for Getting Up to Speed Faster and Smarter” new hires need to focus on some key things, here are a few:
1. Promote Yourself as a New Hire
This is not grandstanding; it is about quietly meeting people who will be important to your success. Ask your boss who is key for you to know, and then have a coffee with them. Work out how you can help them succeed.
Assess your vulnerabilities and strengths, ensure if you have a vulnerability that needs to be overcome to be successful in your role that you find a way to manage it i.e. you are great at giving presentations, but hopeless at preparing the data – find someone who can help you with this.
Watch out for people who want to hold you back, be aware of the politics the good and the bad.
2. Get Clear on your Expectations
Remember bosses don’t like surprises ensure you know what they want from you. Then put a plan in place to achieve it.
3. Accelerate your Learning
Key to fitting in is knowing the company culture, learn how things are done in the organisation. Reframe from referring to your old employer too often “when I was at…we did it this way”, this will annoy your new team. You are there to fit in, and gain trust and credibility.
Work out what else you need to learn to be successful.
4. Early Wins
Around the 2 month mark you’ll need to push through a project or make a key decision which the business will welcome. Use what you’ve learnt in the business to decide what is best.
Remember you are in transition and need to build credibility fast. As a new hire listen carefully, and adapt to what your new organisation actually needs, not what you think it needs. The tips above will help with this.