You’ve carried in a moving box filled with photos and knick-knacks for your desk. You’ve attended the short orientation session with the HR team. Your first week at a new job is filled with new faces, new surroundings, new procedures, and new managers. It is intimidating and exciting; just take a deep breath and move confidently. Here is what you should keep top-of-mind during this time.
Introducing yourself is not always easy when you are brand new on the job, especially if you have introverted tendencies. But it’s a critical part of your first week. One way to ease some of the nervousness is to enlist some help. Your manager should understand the importance of a good introduction, so ask to be introduced around the office. You might consider signing up for an event or two—like a networking event, or a lunch-and-learn session.
You will quickly pick up on processes and workflows that you know you can improve. In the first week, you probably should focus on sponging up as much as you can before jumping in and making changes. There is nothing wrong with enthusiasm and wanting to make improvements, but bide your time in the first few days. Fully grasp where it’s important to adapt versus where you should attempt to change. That type of clarity usually takes longer than a week to achieve.
Remember, a good KPI will have a number of tangible components:
Your first 30 days, before the day-to-day intensity of the job kicks in, are when you should gain an understanding of what success looks like long-term. A great way of doing this is knowing your manager’s KPIs, and how those fit into the scope of the company. Ask away. Then branch outside of your department. Memorize the organizational chart and learn as much as you can about what people do in their respective positions. Learn what their success looks like. Again, don’t be afraid to ask.
If you are in a production role, get to know the customers by interacting with sales and marketing. Peruse the materials they use to work customers through the sales funnel, like e-books and white papers. You might even eavesdrop on a few sales calls or client presentations. Many companies have client success managers who are a great resource to get up to speed with what customers care about. Engage with the brand on social media. Approach everyone with genuine curiosity.
Companies treat employee training programs differently at every workplace. The overarching trend is that training is more of a necessity than a privilege, especially at many forward-thinking places of work. It is shown that providing opportunities for training is way for a company to retain top employees and drive more productivity from their workforce. Professional development is a win-win, and hopefully there are opportunities to pursue at your new job.
HR personnel that handles professional development should be able to point you in the right direction. They will reference documented policy for professional development, make recommendations about associations to join, external training functions that are available, and company parameters for subsidized training outside of work—whether that is workshops, seminars, or coursework at a partner educational institution. Once you discover the lay of the land, it is in your best interest to get involved and move your skills forward.