The first 90 days can be daunting, scary and exciting, especially if it’s your dream job or a position you really wanted and landed.
In the first 90 days, many people have a goal to prove to their employer that they are the perfect hire, that yes, indeed their employer made the right choice by selecting them for the position. That’s a lot of weight for anyone to shoulder. Many new hires are often focused on creating their “first win” within a new company to show their competence and abilities. Yes, while getting your “first win” has its level of importance, there are things that both managers and HR are looking at a heck of a lot closer that 99.9999999% of the time you have no clue about.
The cool thing is I’ve seen all 3 sides of the triangle. I’ve been the recruiter sifting through mounds of resumes and having conversations with applicants and hiring managers. I’ve been the HR professional that works with leaders to identify talent pipeline strategy, develop their talent and partner as an advocate for both the manager and employee and I’ve also just been a regular employee (prior to HR) going through similar experiences that I’m giving advice about here on this blog. So trust me when I say, I get it!
So let’s dive in! What’s so dreadfully important about the first 90? Well, what if I told you within the first week or two of you starting a job your manager is already gauging to see where you could fit within the company 2 years from now! Yep, you heard right! They are planning 2 years out and you’re only 2 weeks in (it’s called succession planning in the HR world). I can’t even begin to tell you the countless conversations I’ve had with managers who’ve said things like, “Jessica is amazing! I can tell already that she’s focused and ready to work. I can totally see her working on XXX in 6 months” or “as we continue to grow over the next year, if Megan is who I think she is, based on what I’ve seen the past couple of weeks, who knows she may be able to lead XXX”. I’ve also heard the opposite, things like “I’m not so sure Megan may be a good fit, she seems like she just isn’t getting it” or “Jessica came late 2 days in a row her first week, that’s a problem”. Few managers I’ve worked with over the years give new hires the benefit of the doubt, but most have made either positive or negative notes about new employees. Remember the saying about first impressions? Well, guess what? You can make or break your career within 90 days, so don’t say I didn’t warn ya.
So how are managers making these assumptions so quickly? What are they basing these assumptions on if you really haven’t done any real work yet? Well, managers are paying attention to the small details like your attendance and pretty much anticipating your likely future behaviors based on present day action. The idea is if you’re late now, you’ll definitely be late in the future. So, those first few weeks please know they’re looking to see if you’re on time, if you’re constantly on the phone or asking questions – being curious to learn? They are also seeing how well do you play with others and if you’re grasping the general concepts they’re teaching you? And yes, they are looking to see how you carry yourself, not just in attire but with confidence as well. Can you be influential and create buy-in without being pushy or are you going to shrink back? The list can go on and on and includes things such as how well you receive feedback, your accountability, and so much more.
So what should you be doing that will set you up for success the first 90 days? Outside of being on time, open, approachable and asking questions, you should be learning about the organization, team structure and truly learning the function of your role. Let’s be honest here, during the interview you only learn about 70% of what you will be doing in your job. But during the first few weeks the other 30% slaps you in the face (surprise!). If you are really looking to create your first win, you can’t do so without understanding how things work in your new organization. I can’t tell you how many eager beavers I’ve seen come into an organization trying to create processes in their new company from their old company. Ugh! No one likes the know it all who knows nothing about what’s happening. The eagerness most times to create a win is appreciated, but don’t put the cart before the horse. Most managers are looking for the employee to truly use the first 90 days as a time period to ramp up and then take off. The first 90 days is the perfect opportunity, where you can use the “get out of jail free” card to your full advantage. So ask a bunch of questions, make a mistake or two, and then whip out the “get out of jail free” card to get a pass if you need it.
Now I’m not saying be completely lazy and do nothing, but I am saying be smart, strategic, ask the right questions – probing where appropriate. The answers you receive will let you know if your manager wants you to dive right in or would rather you learn the ropes. It’s up to you to ask and make that determination.
The first 90 days on a job is more important than most realize, it determines the level in which you will grow, so take it by horns and go.
Congratulations on getting this far!
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