Understand the Unwritten Rules
Your first task is to become a student of the company culture. The formal job description tells you what to do, but the culture dictates how things get done. Observe everything: how meetings are run, how colleagues communicate (formal emails or casual
chats), and how decisions are made. A powerful technique is to listen more than you speak. Absorb the workplace dynamics, team rhythms, and communication styles before trying to make your mark. Showing that you understand and respect the existing environment is the fastest way to gain trust. Asking a trusted peer, "What's one thing you wish you knew when you started?" can reveal the unwritten rules that aren't in any handbook.
Clarify Expectations and Define Success
You can't hit a target you can't see. One of your most important conversations in the first week should be with your manager to define what success looks like. Ask for clear expectations for your role and what they consider key performance indicators (KPIs). Discuss and agree on a 30-60-90 day plan. This not only gives you a clear roadmap but also shows your manager that you are proactive and goal-oriented. This alignment is critical because it turns a subjective assessment into an objective one, allowing you to focus your energy on what truly matters to the team and the business.
Build Your Network Intentionally
Your long-term career success won't just depend on your performance, but also on your relationships. Use the first 90 days to intentionally build your network. Don't just stick to your immediate team. Introduce yourself to people in other departments you're likely to collaborate with. Schedule brief one-on-one meetings or coffee chats to understand their roles and how your work might intersect. These initial conversations are low-pressure ways to build rapport. Being approachable, asking thoughtful questions about others' work, and showing genuine interest can help you create a network of allies that will be invaluable throughout your tenure.
Seek Feedback Proactively
Don't wait for your 90-day review to find out how you're doing. Proactively seeking feedback signals humility and a strong desire to grow. Schedule regular, brief check-ins with your supervisor to discuss your progress and ask for input. Instead of asking a vague question like, "How am I doing?", try something more specific, such as, "I tried a new approach on that report. Did that format work well for you?". This makes it easier for your manager to give concrete advice. Embracing feedback, even when it's critical, shows that you are coachable and committed to improving—a trait that all employers value highly for long-term potential.
Document Your Accomplishments
Your manager is busy and may not notice every single one of your contributions. It's your responsibility to track your progress. Keep a simple log of your tasks, accomplishments, and positive feedback. Note any specific problems you helped solve or processes you improved. This isn't about bragging; it's about building a case for your value. When it comes time for your probation review, you will have a concrete list of your contributions. This documentation not only helps secure your permanent position but also serves as a foundation for future performance reviews and promotion discussions.
Show Initiative Beyond Your Role
Meeting the requirements of your job description gets you through probation. Exceeding them sets you up for a career. Once you have a handle on your core responsibilities, look for opportunities to add value. This could mean offering to help a colleague with a heavy workload, suggesting a small improvement to a workflow, or volunteering for a project that aligns with your skills. Demonstrating initiative shows that you are not just there to do a job, but to contribute to the company's success. This proactive mindset is what separates a temporary hire from a future leader in the organisation.
