Top 5 Things to Do When You Start a New Gig.

If you have been keeping up with our blog series - we have ridden the job search rollercoaster together starting with initiating the journey to find a new gig to the actual acceptance, and everything wild that comes in between. This article’s focus is on what to do once you start the new gig. Sure there are training materials, new employee handbooks and a list of to-do’s from your new company, but this list is for you. What to do before, during and after you start… ensuring you are set up for personal success.?

1. Take Some Time Off.

Hear me out. Once you start a new role your day-to-day life is going to change. Often we are tempted to go from one role to the next, so that we don’t miss a paycheck and so that our brain doesn’t skip a beat. However, there is some benefit in taking a few days to yourself. Whether it’s a week, or just a few days - this could be a good time to unplug and reconnect with family, friends, the dog and of course yourself. While also crediting yourself and your family and celebrating the new career move.

There is probably a summer book you have yet to open, a closet that you still have yet to organize, a new restaurant that you have been meaning to try or a hike that you have been planning to adventure on for weeks. Do it. I often hear candidates saying they wish they had just a few days to get organized, or to relax, before starting their new gig. Well you can. Of course there are meetings, trainings and conferences coming up and the new company is eager for you to get started - during the offer stage let them know you’d like to take a few days to get ready for the new role, and work on your start date together.?

Additionally remember to always vocalize any existing vacations, weddings or prior engagements you have planned prior to joining the new company. Often candidates want to hide everything they have already pre-set, and most hiring managers are in the business of no surprises. If you have a two week honeymoon already booked for the holidays - let them know. Everyone has been in your shoes, and springing it on your team last minute will leave some uncertainties. This also goes for personal schedules - if you pick up your niece every Thursday at 4:30pm and are planning to continue to do so, simply let your manager know that for Thursdays it would be great to continue to have this time with your niece and stick to the schedule, and you’ll be sure to have all meetings and work wrapped up before then. Again, if there are no surprises, then everyone will work around the schedule that you have provided them. Be reasonable, of course - and always ask in an informative and polite way, not apologetic way. Transparency is the best policy.?

1. Ask Questions - Become a Sponge.?

You will be flooded with information from the moment you sign the dotted line, and most likely even more before you even start. It’s common sense to read everything that you are given in the trainings, and handbooks - but the real beef of your learning is going to be from others. Whether you are joining a fortune 500 large enterprise, or you are employee number 5 at an up and coming startup - your journeys are going to be very different. However what remains the same regardless of the new company, is that there are people with a greater knowledge base than yours - so learn from them. They have been living in this company and in the product, the customer, the tech stack and the systems longer than you have - even if it’s only by a few months to a few years before you.?

Regardless of the seniority of the existing employees on your team, or on others, start asking questions the moment they enter your brain. How does this work? What does the customer journey look like? How are we building this? What is the new release entailing? What is their role??

Get your hands wet in the product - if it’s an app, go out and use it. If it’s a device - play around with it. If it’s a service, sign up for the service online and do a mock customer journey yourself. Regardless of your role - you will have a greater understanding of the state-of-the-state of the product, and be able to engage quicker on the roadmap and planning. As well enabling you to ask more questions that come as you absorb.?

Don’t be shocked if there are dozens of internal acronyms and abbreviations - they often vary from organization to organization. So it’s okay to ask WTF does this stand for if your own googling methodology is not working. Often there is someone else on the call or in the meeting who too is forgetting what the acronym is standing for, and they will be happy you asked. Then you can both LOL about it together.?

1. Network. Network. Network.?

Networking internally during your first few weeks can take various forms, but is essential to not only learn more about the business, but to also gain allies within the business. Whether you are in person onsite and can “grab a coffee” or it’s a virtual environment in a scheduled 1:1. Take the time to get to know your new colleague outside of the office - Where are they based out of? How long have they been with the company? What brought them onboard in the first place? What was the hardest learning curve for them when they first started here- and how to avoid it??

I remember joining a company on the west coast and finding out quickly that there were other fellow Packers and overall NFL fans. I even asked - do you guys do Fantasy Football? Because if so I’m in. I quickly was asked to join the next season and made friends in various departments based on this adoration/obsession with the Packers and football. Who knew my useless knowledge of growing up a season ticket holder my whole life would come in handy to network in Orange County, California!

The same goes true for if you are invited by leadership, the team or colleagues to anything - you are saying yes. Not forever, but the first few weeks/months - if asked to go to XYZ conference, or to join the team for after hours beers - you are saying yes. Getting to know the team outside the office and to show you have a genuine interest in the other members of the team will go a long way, and help you learn more about your role, the company and the future of the business.?

1. Schedule Weekly 1:1’s

Most likely your immediate manager will schedule some 1:1 time the first few days, if that does not continue - in a “non-needy” way, let your manager know it would be great for the first few weeks to have a weekly check in to ensure there was no gaps in the expectations and to continue to learn more about them and the business. I’d recommend saying to your immediate manager- As busy as you are, it would be great to have a recurring meeting for the first few weeks- whether it’s a midweek check in or end of the week recap, we can schedule something for even 20/30 minutes and if we wrap up earlier than that, we can give you the time back. Also if there is anyone else you think having weekly meetings with to start would be beneficial, let me know too.?

In those weekly meetings come prepared with some framework of an agenda and that would include some quick wins (what went well) and some questions or opportunities. This is not a time to say you think they should restructure their entire department, or that you’d suggest moving systems to another - it is a check-in which will ensure visibility on your end, and clarity on theirs. Your questions shouldn’t be about big picture, for the most part they should be about the day-to-day as you out fact finding and learning.?

Most likely there will be a 30/60/90 day check in - but if there isn’t, feel free to create a personal document for what’s working and perhaps some opportunities during those check ins regarding big picture stuff. After 30 days you will have a greater understanding of what is going on, and this would be a good time to ask about the path of ideation to execution and/or go-to-market roadmap type questions. It will show genuine interest in the overall business, as well as provide you some insight into how your job personally affects the success of these outcomes.?

1. It’s okay to not know.?

If you don’t know, you don’t know. There is somewhere in our brains that we were trained to never let anyone know you are new, or don’t know the answer. The reality is there will always be something we don’t know - and it’s up to us to take that as an opportunity to develop our brains and learn something new.?

If you are client facing: I had a manager years ago who told me Oh I tell everyone I’m new…that way they are more forgiving if I don’t know - also I’m new to them! So I am new! I found his philosophy intriguing and it reminded me of a summer in college when I was a server/bartender. I actually put in a spreadsheet my tips each night ( deducting pay outs, gas money,parking etc) and I found that on shifts I worked telling customers I was new (which I was) I made almost double what I did on nights where I didn’t tell them. Why? People are generally more forgiving if they know you are new - and genuinely want to help you. I’m not saying people will buy from you, or forgive you for everything - but they will be more understanding.?

If you are internally focused: Still remind people at the beginning of the call or meeting that you are new, and always introduce yourself with a 2 sentence intro - who you are, and what you are doing at the company now, since most likely there will be someone new to you during your first few weeks in the room. This is a good way to get to know everyone whether you are virtual or in person - and for you to feel more confident going to these parties after the call in the event you do need more help or a follow-up.?

Regardless of whether you have been in a company for 10 years or 10 minutes, there is always something new to learn. Interns can be a resource of information to a new C-suite exec, as can a hiring manager new in the role to a seasoned employee. Taking the time for yourself before you start your new gig, becoming a sponge absorbing information, learning to network within the organization, scheduling time with managers, and understanding that of course there will be a learning curve will all lead your onboarding and ramp-up period to lead to a successful new employee experience for you, and for everyone you meet!?

Have additional advice for a new employee? Please share your thoughts and like my post.?