Clarify what success looks like
In your first week, ask your manager what a good first month, quarter and six months would look like. Write the answers down. It gives you a reference point and shows you care about outcomes.
Listen and learn before you change anything
Spend your early weeks understanding how the work really gets done, who matters, what the unwritten rules are and where the problems sit. Quick wins matter, but changing things before you understand them can backfire.
Build relationships on purpose
Make a short list of the people you need to know: your manager, your team, key stakeholders and anyone whose work depends on yours. Book time with each of them and ask what they need from you.
Plan your first 90 days
Break it into three stages:
- Days 1 to 30: learn the role, the people and the expectations.
- Days 31 to 60: deliver a small, visible piece of work and gather feedback.
- Days 61 to 90: take on more, share what you have noticed and agree your next priorities.
Keep going once you are settled
Review how things are going with your manager regularly and keep a record of what you have delivered. It gives you a solid base for future reviews and conversations about progression.
If you want a structured way to manage and excel in a role once you have landed it, that is what OPERATE™ was created for.
Hit the ground running. Module E gives you a structure for your own onboarding, and a plan to build a career, not just a job.