This blog covers the topic of “The first 90 days in a new job and the tips for nailing it”
The first 90 days in a new job are an important time for many reasons. You are getting to know your new company, responsibilities and colleagues and they are also getting to know you. Impressions are formed on fairly limited information in both directions and as a new starter, it is important that you make the first 90 days count. So why 90 days? For most roles it is the standard probation period, a time in which an employer retains the right to terminate the contract of a new employee if they are not deemed to be performing to the required standard in their role. So you want to make sure that you excel during this tricky period. Today I will share with you the tips I’ve learned on delivering value to your organisation when starting a new position within the first months. #1 Start as you mean to go on The first day on your new job doesn’t need to be the first time you interact with your new team. Why not take the initiative to contact your new employer and ask for information about your new role and how it fits into the existing team and business goals so that you can formalise your thoughts and questions before you start. #2 Be Prepared to Absorb as much information as you can Absorb as much as you can about your colleagues, their roles and responsibilities and how the company operates. Form meaningful personal and professional relationships with your new colleagues as this is an important step in settling into any new role. #3 Be proactive Take the initiative and ask for work. There is always a tendency to underwork new employees which can be a good way of allowing them to bed in, however, there is a risk that you do not get to show what you can do and by being too passive it can be hard to make your mark. #4 Secure an early win Proving your worth early on is a huge way to build your reputation among your employer and colleagues. The early win does not have to be massive, just a tangible indication that you are capable. That might be delivering a task ahead of schedule, collaborating on a task or achieving a positive result. #5 Ask for Feedback Don’t hesitate to ask for feedback on how well you are doing. Be open-minded, and coachable: you will be seen as easy to communicate with, and people will be more likely to give you honest feedback. #6 Pitch your new ideas Show how you’ve approached the problem in the past, and present the outcomes. Find credible case studies or sources to support your pitch. And give time for your team and manager to digest the information. The first 90 days will most likely fly by and you’ll be firmly established in your new role before you know it. But keep in mind these tips and you’ll be sure to excel from day one. By preparing ahead you can show your eagerness before you have even started. Absorbing as much information about your role and colleagues will equip you to succeed. Being proactive and getting involved will show your colleagues and employer that you are serious about your new job. And finally, securing an early win is one of the best ways to really make your mark.
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In this increasingly busy world we live in it is not uncommon for people who are older, unemployed, overstressed, balancing family or caring responsibilities or simply tired of working too hard to seek a lower-level position.
If going for an interview for a role which is a step or several steps lower than you previously worked in you may be asked why. You need to convince the interviewer that you will be fully committed to the role and not just looking for an easy life. They want to make sure that you fully understand that the salary and responsibilities will be lower than in previous roles and that you are willing to give this up. They naturally don't want you to get bored or realise that the reduction in salary is too great within a few months. From a recruiter's point of view that is a bad outcome since recruiting and onboarding a new employee is time consuming and costly. The best approach is to focus on the attractive elements of your target job so why you are moving towards the lower level job as opposed to moving away from your current higher level role. Tip: Make a list of the most appealing aspects of the new role and relate these to your previous roles and what you enjoyed the most. It can also sometimes be helpful to share more personal reasons why you are interested in a lower-level role e.g. a more manageable schedule or lower stress levels. An example answer could be "I am sure you are concerned whether I won't stay in this role long-term. Actually I am eager to move into this role as I will be able to use the same skills I am using in my current role in a less high-pressure environment. I like to make a difference to an organisation but would like to step back from some of the high stake stresses of my current role". Remember to clarify that you are in this for the long haul and how you can add value to the organisation through picking things up faster (show your expertise and qualifications as a plus not a drawback). You could also strengthen your case further by ending the interview with the question "Are there any concerns you have about my employment that I haven't yet answered?". The key is to alleviate any worries your potential new employer might have. In conclusion, frame your answer in terms of what is appealing about taking on a lower-level position. #lowerposition #careerchange #stepdown |
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