Personally, I never feel more pressure than in the first three months of a new role. Admittedly, a lot of that pressure is self inflicted because I’m very conscious of establishing myself within a new team, making a good impression and achieving some results quickly. My aim is to have Management consciously recognising that I have made things better and therefore being reassured that my appointment was a wise decision. Here are some pointers to keep in mind when starting a new role.
Build rapport and build it quick. Chances are that you are joining a team where relationships and a team culture or ‘way of doing things’ has already been established. Some thoughtful people will make an attempt to get to know you, however people are busy and being the new person, you should make the effort to connect with others. Some benefits of quickly settling into the team culture are:
Thank you for sticking around, and thanks to the new visitors, I have been checking in and your visits have inspired me to push on with blogging.
Not only have I started and finished the first term of my MBA, I have FINALLY transitioned over permanently to my new role at work and the pace just keeps quickening! I hope to be posting more frequently, although I am currently enjoying the one week break between terms, so it could be my wishful thinking. Although these past 10 weeks have been quite the challenge, I love a good challenge and it has given me lots of material to write about. But first, a quick reflection post, neatly sectioned in to the three priority aspects of my life, because I’m a little OCD like that.
I have never been ‘personality profiled’ as part of the employment screening process, however have definitely participated in one form of testing or another for the purposes of team building. I’m going to discuss two types of preference testing which we undertook as part of team building activities in the introductory week of my MBA. I emphasise that these tests are not personality tests, but rather preference tests, in that they identify your preference in the way you interact with others, make decisions, etc. I do find that some of my results have changed over the years and that this is largely to do with the type of role I am and the types of responsibilities I am required to carry out at the time of testing.
I have been invited to sit on the selection panel to secure a replacement for my previous role. To combat a steady decline in one of our core businesses (due to external factors), there has been an external recruitment freeze at my organisation for the past two years. The position is focused around the management of certain compliance and operational initiatives across 3000 outlets nationally. All up, seven people applied, from various professional backgrounds. I’m by no means a recruitment professional and I’m sure that the insights of such a person would be far more valuable than mine, as they deal with this everyday. However, these are my observations during the resume reading and shortlisting process. (more…)
I have spent the past week splitting my time between my new role and my current role whilst my former and new Manager continue to dispute one another regarding my release date (HR has also become involved).
That drama aside, I am really enjoying my new role. The change in work has really highlighted to me how stagnant I had become in my prior role, and how fantastic it feels to be looking forward to coming to work each day. I am a firm believer that everybody should pursue work that they feel passionate about and abandon the often negative connotations associated with work, particularly full-time office work. These negative connotations are often the reason I will get a strange look if I admit to being ‘career driven‘ or to ‘loving the work I do‘.
So you aced the interview and have accepted the job offer. Now’s not the time to drop the ball! The way that you interact with your new employer during your transition period can tell them a lot about the type of employee you will be. Further, the preparation that you undertake leading up to your start date will ensure that you hit the ground running.
In a time where many organisations are letting go of staff and are hesitant about committing the business to additional resources (there has been an external recruitment freeze at my organisation for the past two years), it makes sense to consider internal opportunities.
A couple of years ago I would have said that you will get what you deserve if you work hard and produce quality results. Although I still like to think that this is a given, as I’ve grown more interested in the way organisations operate, I have seen time and time again that there is a lot more at play.