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While time and "just jumping
in" with the team will ease some of those new-hire insecurities, the key element to beginning a new role is building a solid relationship with your manager.
Regardless of the "rockstar" status
you possess in your industry or with a previous job, your prestigious degree, or even the years of experience that fill your resume, your manager is the gateway to success in your new role.
Onboarding does not end with
New Employee Orientation. Orientation is an event. Onboarding is a process - a learning process that should embrace a new employee in three ways: ● Welcome the new employee to the COMPANY ● Acquaint the new employee with the TEAM ● Immerse the new employee into the ROLE
Like any new job, there
is so much to learn about the company you've just joined, the team you are now a part of, and the role that you will be filling. Your manager should provide guidance, resources, and an opportunity to learn. With your manager, create a learning plan that will integrate you into your new role.
Chances are your manager had
a plan in place prior to your arrival. Spend time with your manager discussing this plan. Seek out opportunities to secure quick wins that will propel your credibility, but also create long-term, measurable goals that will impact the team and company.
Ask your manager what your
departmental and organizational objectives are, and ensure that your personal goals are clearly aligned.
Transparency is a key element
to any successful relationship. Asking your manager for feedback and guidance will strengthen your alliance, and help ensure that you are meeting (and hopefully exceeding) expectations.
While receiving feedback is important,
so is providing feedback to your manager. This transparency breeds trust between an employee and manager. Remember, ask permission to provide feedback to your manager, and keep it respectful and relevant.
One of the greatest things
an employee can do is to make his/her manager look good. To make that manager's job a bit easier. And, of course, to give that manager something to brag about.
What are you doing to
support your manager? What are his goals for his own role - or for his future path within the organization? How can you help him be successful? Demonstrating a little selfless benevolence can go a long way to securing your own success.
Five simple conversations. Five opportunities
to clarify expectations and build a solid partnership from the beginning. Take the time to get to know your manager, and help him/her affirm his/her decision that you are the right person for the job. You are, after all.