While it might seem as though bagging an initial interview, completing several rounds of subsequent interviews and negotiating a new salary package is the hardest part about finding a new job, it doesn’t stop there.
That’s because your first 90 days (around three months or one business quarter) is when the hard work really begins. Your success in your new job will ultimately be decided upon based on how well you perform during this period.
Which makes sense, when you think about it. Most jobs feature a probationary period whereby your employer has the right to terminate employment or extend your probation period for a longer period of time.
5 jobs hiring across the UK
- Software Engineer, Durlston Partners, London Area
- Software Engineer, Leidos, Farnborough
- Salesforce Business Analyst, Loftware, United Kingdom
- Software Engineer, Harrington Starr, London Area
- Software Developer, MRJ Recruitment, Manchester
Essentially, this is an insurance policy of sorts against a bad hire, and allows employers to terminate your contract if things aren’t working out the way they expected.
So, how can you ensure your manager not only thinks you’re a great fit, but excel in your new role so that passing your probation is a non-issue, and career progression is within your grasp?
Plan, plan and plan some more
While it might seem like a long time, 90 days is relatively short in the grand scheme of things. With onboarding sometimes taking nearly a week, your first 30 days will be over before you even have time to catch your breath.
This is why creating a 90 day plan before you start your role is essential.
On your first day, sit down with your manager and map out a series of KPIs or OKRs that you should be hitting by day 30, day 60 and day 90. This way you’ll have clear objectives and milestones that you need to accomplish and a timeframe to stick to.
That said, don’t fall into the trap of saying yes to everything your manager requests if you don’t think it’s feasible or realistic. While you should show enthusiasm and a can-do attitude, overpromising and then underdelivering is infinitely worse.
Be open to upskilling
From project management software to gen AI tools, your new role might also mean learning a whole new set of tech so you should also use your 90-day-plan as a blueprint for upskilling.
And if you’re struggling to get to grips with certain applications, ask your line manager for help with training instead of wasting your time sitting in silence or trying to figure things out for yourself.
Being proactive about asking for help will show your manager that you are good at taking the initiative, are open to learning new skills and human; making mistakes are part of the learning process.
Be a feedback magnet
Asking for feedback is an essential part of acing your first 90 days in a new job.
That said, you should limit requests for one-on-one feedback to every four to five weeks and always come prepared.
Outline how you think you’re doing, highlight any issues you might be having or where you need help, and don’t be afraid to tell your manager if you think the way something is being done could be improved. You were hired for your experience, and a good manager will always welcome new ideas and constructive critiques from their team.
You should also be prepared to action any suggestions your manager has for you, and outline via email how you plan to achieve these action points after the meeting so everyone is on the same page.
Being open, transparent and a good communicator will help bolster your position on your new team, and inspire confidence in your capability to get the job done.
This article is part of a partnership with Amply. For partnering opportunities, contact [email protected] or [email protected].
