If a company has recently brought you on board as a consultant or a permanent addition to their team, no doubt you want to enjoy a successful transition into your new job. You also want to create a positive impact for your new team. 

Effectively navigating the first 90 days on the job is essential to achieving these goals. All too often, new hires become discouraged at the unexpected challenges they face and decide to quit within this time frame. In fact, research shows that 30% of employees leave during the first 90 days of their employment, due to misalignment.

While some challenges you face may be systemic, many other obstacles can be overcome by prudent action on your part. The following discussion of important dos and don’ts can help you make the first 90 days of your new role successful — and even lay the foundation for a productive career with your new employer.

Do…

Understand expectations.

If there’s any uncertainty about what is expected of you, reach out to your direct report for clarification. Often, your employer isn’t looking for you to dive into solutions from the outset. Instead, they want you to soak up the company’s processes, policies, and culture like a sponge. View your first 90 days as a chance to learn, absorb, and grow into your new role.

Establish clear and realistic timelines.

If you’re given an in-depth project to work on in your first 90 days, work with your supervisor to establish a reasonable time frame for completion. Take into account any obstacles you may have to overcome to accomplish the work to your employer’s satisfaction (such as inexperience, unfamiliarity with company guidelines, or restricted access to resources).

Identify your key contacts.

Gain a clear understanding of whom to approach with questions, concerns, or advice. Who is your direct report? Do you have a mentor or peer who can help answer your questions? Who can you go to for HR questions, like benefits and payroll? Matching the right person to each question will save you much time and hassle.

Build trust with your supervisor and team. 

Do what you say you will do. Don’t over-promise in an attempt to please management, only to under-deliver in the end. Be honest and transparent with your direct report and peers. Let them know that you genuinely want to contribute to their individual success, and the company’s success as a whole.

Prepare well for meetings.

Even though you’re new to your role, try to come to meetings with something worthwhile to share. Also, always do your best to arrive early. 

Seek mentorship and feedback. 

Your new direct report and team members may prove to be invaluable resources in terms of navigating your first 90 days with the company. Ask a lot of questions, especially of employees who have been with the company for many years, or those who performed similar work to yours.

What have they found to be the most effective way of doing things? How did they successfully deal with the challenges you’re facing? Look for peers who will give you kind but honest feedback, and get their thoughts on your performance at every appropriate opportunity. In addition, take the initiative to connect one-on-one with your manager after your first 30, 60, and 90 days.

Be mindful about your presence. 

Be sure to dress and act like a professional, especially during your first few months with the company. Ensure you are familiar with the dress code outlined in the company’s handbook. Remember, you’ll be making lots of first impressions. Also, if you’re working in a hybrid or remote role, try to turn on your camera and be visible during videoconferences. Make sure your space is clean, well-lit, and orderly. Your peers want to see who you are, and making it a point to be visible (even virtually) will help them slowly build their relationship with you.

Don’t…

Try to renegotiate right away. 

Attempting to renegotiate your salary, title, or job responsibilities within the first 90 days of employment is usually a bad look. Your employer needs time to develop trust in you, and you need time to develop a track record of consistency and reliability.

Catch your manager off guard. 

Don’t throw anything at them that’s unexpected, such as planned vacations or PTO that hadn’t been discussed during the hiring process. Doing so will not only make their job more stressful, but will also undermine their trust in you.

Bite off more than you can chew. 

Cultivate a realistic view of what you can accomplish during your first 90 days, and don’t hesitate to say “no” when you must. Part of building trust is being honest with management on what you can take on, rather than saying “yes” to everything that comes your way.

Push for significant changes immediately.

Even if you see opportunities for improvement from the moment you walk in the door, don’t try to push your own agenda. Take time to understand the environment and culture first. Then, you can work within that environment and culture to enable change.

Be defensive when you receive feedback. 

View constructive criticism as an opportunity to grow. Even if you don’t necessarily agree with the feedback, look for kernels of wisdom that you can apply.

Engage in negative speech about the company or team members.

Gossiping and playing office politics is not only damaging to team morale; it can also land you in hot water if you’re not careful. In addition, don’t publish negative posts about the company or company employees on social media. If you do, you may be surprised at how quickly word can get back to the people you spoke against.

Violate company policies. 

Make sure you’ve reviewed the company handbook and are familiar with their policies on employee behavior, attendance, personal appearance, etc.

If you follow the suggestions listed above, the first 90 days in your new role may very well lay the groundwork for a successful, years-long career with your employer. For more helpful suggestions and resources for new hires, reach out to our team at The Doyle Group today.