The first 60 days on the job can be tentative ones as a new hire navigates uncharted territory. A new office environment with unspoken rules and fierce competition leads to nervousness, fear of failure and hesitant decision-making. Creating an action plan provides new hires with a concrete way to fit in, learn the ropes and make the job as successful as possible.
First 14 Days: Meet and Greet
More than making a good impression on the boss and co-workers, meeting new people symbolizes a new employee’s ability to fit in with the culture and play nice. Because hundreds of applicants fight for one job, a new hire needs to establish rapport as a team player. Socializing also builds a culture of camaraderie and trust within the company.
Because a large company can be intimidating, new employees can start their meet and greet with the people closest to them. Office mates, project leaders and potential mentors are the best choice for lunch dates during the first two weeks on the job. During these lunches, new employees should ask relevant questions about the company nuances and policies. Discovering the company’s important values and cultural taboos increases an employee’s success. As a bonus, these lunch dates might grow into close friendships that benefit new hires professionally and personally.
In addition to meeting people, new employees should purchase temporary medical insurance. Benefits often aren’t awarded immediately, and short-term health insurance provides peace of mind and financial coverage in case of an accident or illness. Starting a new job can be stressful, and new hires benefit from the layer of financial protection that medical insurance provides.
First 30 Days: Performance Evaluation
Few new hires seek feedback on their work performance, but this information is essential for everyone. The boss is an ally who wants his new employees to succeed. By approaching him with questions about performance, a new employee indicates willingness to succeed.
First 45 Days: Describe the Job
Despite the brief paragraph on the job advertisement, most positions include additional responsibilities or expectations. New hires benefit from clarifying their job description. Recording duties, listing projects, asking questions and scheduling a meeting with the boss to discuss these issues clarifies the job. These actions also allow the new employee to change gears if he or she is on the wrong track, before the probationary period ends.
First 60 Days: Realize a Goal
With high expectations, new ideas, fresh concepts and a point to prove, new employees enter a job with gusto. Mistakenly, they may assign complex projects that require overtime and alienate co-workers. Instead, choosing manageable projects with reasonable deadlines earns respect. This strategy paves the way for successful projects in the future, which may require tighter deadlines and overtime.
The Next 60 Days: Repeat for Continued Success
The first 60 days serve as a blueprint for success. Repeating the entire process every 60 days or at least twice a year prevents professional ruts. A networking expansion includes department members followed by the entire company and then local industry members. Writing a job description leads to defining the team or department’s needs. Asking for feedback and giving feedback ensures everyone stays on track while successfully meeting company and professional goals. This regular reboot guarantees continued success for new and veteran employees.
About the author:
Danielle is a professional writer living in the Indianapolis area. She specializes in blogging about education and professional development.