Understand Expectations and Align with Your Manager
Success is impossible to achieve if you don't know what it looks like. Your first priority should be to gain absolute clarity on what your manager expects from you. Schedule a meeting within your first week to discuss your role, key responsibilities,
and the most urgent priorities for the team and the business. Ask direct questions: What does success look like in this role after 30, 60, and 90 days? How is performance measured? By understanding your manager's definition of a 'win,' you can focus your energy on the tasks that deliver the most value and avoid wasting time on activities that don't align with core objectives.
Prioritise Listening and Learning
While it's tempting to jump in and start making changes, the initial phase is best spent observing and absorbing information. Pay close attention to the company culture, including the unwritten rules of communication, collaboration, and decision-making. How do people interact in meetings? What is the tone of communication in emails and chats? Understanding these nuances will help you navigate the workplace authentically and effectively. Ask thoughtful questions, but time them well to show you respect others' focus. This initial period of learning demonstrates humility and a strategic mindset.
Secure an Early, Tangible Win
To build momentum and credibility, identify a small but meaningful goal you can accomplish relatively quickly. This 'early win' doesn't need to be a massive project; it could be as simple as streamlining a small process, resolving a persistent minor issue, or delivering valuable insights on a current task. Discuss potential short-term goals with your manager to ensure your efforts are both visible and valuable. Delivering a tangible result early on demonstrates your competence, your ability to execute, and your commitment to making a positive contribution from day one.
Build Your Internal Network Intentionally
Your success is not just about what you do, but also about the relationships you build. Make a conscious effort to connect with colleagues both inside and outside of your immediate team. Introduce yourself to people and ask about their roles and how your work might intersect. Accept invitations to lunch or social events. Building a broad network provides you with valuable context about the organisation, helps you understand different departmental functions, and identifies potential collaborators for future projects. These connections are a vital support system as you navigate your new environment.
Actively Seek and Embrace Feedback
Don't wait for your 90-day review to find out how you're doing. Proactively ask for feedback from your manager and trusted peers. Frame your questions specifically: "How am I progressing against the goals we set?" or "Is there anything I could be doing differently to be more effective?" Requesting feedback shows that you are committed to professional growth, coachable, and dedicated to meeting expectations. It allows you to make necessary course corrections early, before minor issues become significant problems, and reinforces that you are a proactive and engaged team member.
Communicate Your Progress Clearly
Your manager is busy and may not see all the great work you are doing. It's your responsibility to make your contributions visible. Keep a running log of your accomplishments, tasks completed, and positive feedback received. Provide regular, concise updates to your manager during your one-on-one meetings. This isn't about boasting; it's about demonstrating progress against the expectations that were established. Clear communication ensures your manager is aware of your value and provides them with the information they need to confidently support your transition to a permanent team member.
