What are the most common mistakes when starting a new job?

I feel that sometimes people are hesitant to ask questions early on because they feel like they should know certain things (want to impress others by how much they already know), but every position is unique in what you need to do and how to do it. Asking questions is essential, and it is not only ok, but needed in order to understand a new role.

Go in prepared to ask questions, absorb like a sponge, and be respectful of those around you. Observe. Learn. Regardless of what you may have been told about why you were the company's first choice, don't go in as a know-it-all. Show your ability to assess the situation, ask good questions, and be a critical thinker in knowing what to ask and when. Don't ask your boss about time off today. Just show your commitment and enthusiasm for doing your best.

Failing to adequately prepare for the first day, such as not researching the company, its culture, and its policies. Not paying enough attention to the company's culture and not aligning one's behavior and work style accordingly.

Common mistakes when starting a new job include not asking enough questions or seeking clarification, leading to misunderstandings about roles or expectations. Overstepping boundaries or trying to make significant changes too quickly can create resistance among colleagues. Failing to observe and adapt to the company culture and team dynamics can hinder building effective working relationships. Neglecting to set clear goals and understand how your role contributes to the broader objectives of the team or company can impact performance. Additionally, not taking the initiative to network and build connections within the organization can limit opportunities for collaboration and growth.

In my experience the culture in a new workplace, can almost make a new employee feel like an outsider. There may be unspoken rules or norms, the new employee is not aware. So how can a new employee counteract feeling this way, by observing the actions and behaviors of their coworkers. If they are unsure or unclear on something they should ask questions of their coworkers, supervisor, or human resources.

Overcommitting oneself is something I see quite often, especially among newly graduated individuals who are entering the job market for the first time. In the fear of being perceived as someone who can't contribute significantly, they overcompensate by taking on as many tasks as possible. This is a huge mistake. As a newcomer in any organization, your time needs to be spent not only on the tasks at hand but also on getting to know the organization as well as your new colleagues. Therefore, don’t overcommit yourself. Perhaps only take on tasks to 80% of your full capacity, That will give you room to settle into your new work environment and becoming familiar with your new role. Once achieved, you can always take on additional tasks.

Effective feedback should be actively sought and spontaneously provided by both superiors and peers. The challenge with feedback lies in the fact that many individuals aren't adequately trained to deliver it in a constructive and non-offensive manner. Back in the day I underwent to a training in Copenhagen where, among other soft skills, we were educated on how to solicit feedback and how to provide it appropriately. My recommendation on this matter is to engage trainers or facilitators to guide leaders and employees on when, how, and where feedback should be given. It goes beyond simply praising in public and criticizing in private; there are numerous guidelines that both parties should be aware to make it productive.

Based on my experience, all managers and leaders must grasp the principles of change management. Introducing innovative ideas, technologies, and approaches can be challenging, primarily because such changes often imply increased control by higher-ups over time and resource management. Let's face it—nobody appreciates being excessively monitored in their daily tasks. The challenge lies in conveying to employees that these changes aren't intended for heightened control but rather to empower them with better control over their time and pace. Change should never be imposed; it should involve negotiation among all stakeholders. At times, the assistance of professional mediators may be necessary to facilitate constructive agreements.

Los primeros tres meses en tu nuevo trabajo son cruciales en cualquier transición laboral. Empezar esta nueva etapa con una estrategia te permite aprovechar tus recursos internos y externos para desenvolverte con excelencia, seguridad y confianza, primero en tu trabajo, y luego en todos los aspectos de tu vida. Yo he trabajado con mis clientes una metodología de alto impacto enfocada en 7 pasos estratégicos: Paso 1. cierre de ciclo Paso 2. analiza la empresa para identificar retos y oportunidades. Paso 3. entiende la cultura y aprende cómo adaptarte a la misma. Paso 4. Aprende a alinearte con las expectativas que las personas tienen de ti. Paso 5. Conoce tus recursos Paso 6. Consigue victorias rápidas Paso 7. Crece, escala y evoluciona

Understand that starting a new position is process that requires a lot of learning and working through things you do not know how to do. Often with this, imposter syndrome can creep in as you may be coming from a previous role where you were an expert. This is completely normal. There is a great post that gets circulates often on LinkedIn that says, "Start a new job and feel like you don't know what the hell you're doing? Congrats! You picked the path of growth." I love this quote, because it helps emphasize the point that starting a new job/position is a challenge that takes time to overcome.

In the past, my initial approach involved delving into the true power structure, often divergent from the official organigram. I would then categorize the types of power held by key figures—some possess comprehensive knowledge of the organization's processes, while others guard information on vulnerabilities. Subsequently, a thorough analysis of the department or area of engagement was imperative. For those entering high-ranking positions, familiarity with processes is crucial, or at the very least, identifying the right individuals to consult. In influential roles, it's advisable to enlist top-notch consultants and envision the company's trajectory from day one—envisioning new projects, products, and strategic directions.