Five Keys to Starting Strong in Your New Career

From fear and anxiety to excitement, making it to the end of your job search is sure to bring a surge of emotions. Within the uneasiness and nerves, you must have the steps in place to get off on the right foot. There are new people to meet, a new environment to adjust to, and new accomplishments to be had. To set you up for success, we pieced together pivotal steps to take within your first week and month, and how to establish an early model for repeated success:

Your First Week

Make an Enthusiastic Introduction 

While it is typical to not want a bunch of attention drawn to yourself when starting with a new company, failing to introduce yourself to everyone can cause you to blend into the background. If you aren’t comfortable interjecting yourself in conversations, consider requesting your manager to make your first introduction to your peers. From there, you must be prepared to know what you want to say to your new co-workers and how to say it.

If you notice your co-workers are in the middle of a conversation, don’t be the one to interrupt. Timing is critical when you are the new one to the scene. Direct your focus to the individuals who appear more receptive to what you have to say and show that same receptiveness in what they have to say. Don’t feel the need to prove yourself to your new team right away. Taking on that added pressure places weight on your shoulders that’s is not yours to bear.

Make A Friend

When starting with a new company, the common temptation is to keep to yourself as not to disrupt the preestablished culture and pre-existing bonds between employees. This is especially true for introverts who are accustomed to operating in solitude, even as well-tenured employees. However, operating in this mindset will often lay the path for career burnout, feelings of detachment and bring you back to the circumstances that left you unhappy in your previous career. Instead, be intentional in seeking out meaningful and productive conversations with your co-workers.

“People don’t care how much you know until they know how much you care.” – Theodore Roosevelt.

Connecting with your peers early sets the foundation for your workplace relationships and gives them a chance to see who you really are. Make yourself approachable in the office through the efforts of a smile, a friendly ‘hello,’ and a comfortable handshake. Another strategy to building this comradery is by keeping yourself available for lunch or taking the bold step of inviting someone yourself.

Ask Plenty of Questions

Your first week will likely have you full of questions, but that’s to be expected. Gathering information from your peers and management is the best way to get you up to speed. What are the company’s policies on open communication with management? What does a typical itinerary look like for team meetings, and are you encouraged to speak up? What is your management team’s preferred method of communication? You are not expected to know it all when you start a new role with a new company; ask the simple questions now before it’s too late.

Bring a pen and notebook with you throughout the week and take notes on everything. Not only will your thorough detail aid you in the future, but it quickly shows your team members you are a highly organized and motivated professional. If you have questions that you feel are not appropriate to ask in your first week, such as addressing your long-term goals or when you are up for a promotion, write them down and bookmark them for a later date.

Your First Month

Visualize Success with Your Manager

In your first month at a job company, it is critical you take the time to sit down with management and clarify your shared expectations. What will your functional relationship look like on a day-to-day or week-to-week basis? Whether it is on your calendar or not, you must always be prepared to discuss company-related topics and provide updates on a new project.

Think back to your interview. Was there a challenge you addressed or a specific need your employer revealed? Did your problem-solving capabilities lead you to stand out among other candidates? Follow up by following through. Seek out further details from your new manager and write up a potential solution. As you learn more about their business mentality and values, you can more effectively attend to the functions that support their objectives.

Develop Good Habits

Get your workspace organized and prepare for a fresh start. This new job is your chance to phase out old habits and regain control of your reputation. Stay diligent in your mindset and consider operating through daily, weekly, and monthly to-do lists. This will allow you to manage your time and finetune your skills effectively.

Are you unaware of the previous bad habits you may have had in your previous role? Now is the time to ask the difficult question to your old colleagues or your friends and family. Getting this answer now is your only chance to remove the potential of your company witnessing the same indiscretion. For example, if you had a reputation for not owning up to your mistakes, or worse, passing the blame, this will have severe consequences in your ability to gain trust and respect from your new colleagues. Practicing accountability takes clear focus, effort, and a commitment to change, but turning your previously negative habit into a strength will be instrumental for your career growth. Don’t overcompensate as to begin over-apologizing for your mistakes; own up to them, apologize, and show the intention to learn from them.

The Model For Repeated Success

  • Understand what led to your success and offer admiration for anyone who helped.
  • Provide positive affirmations to yourself through multiple outlets (voice, text, email, post-it notes).
  • Surround yourself with people who believe in you because they will lead you to believe in yourself.
  • Track your successes through analytics.
  • Understand the ‘why’ behind your’ what.’

Wrap Up

Adjusting to your new job will get easier with time and as you progress in your career, but taking heed of this model for success will certainly expedite the process. Stress and dysfunction are just around the corner, and they are always ready to consume your career if you let them. Reflect on all the hard work that led you to where you are today, and remember to take things one step at a time.

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Establishing Good Relationships in the Workplace

Employee engagement plays an influential role in a company’s culture and overall job performance. Gallup Analytics reveals that having close friends in the workplace transform the mentality and makes employees seven times more likely to be engaged in their job. For example, if you see your best friend start exercising three times a week, you are five times more likely to begin exercising as well.

Initially shared by our friends at Mind Tools, join us as we break down the importance of establishing meaningful relationships, what the connections should entail, and how to get started!

The Importance of Good Relationships

When your co-workers are also your friends, you remove the chance of toxicity running rampant in the office. Avoiding this all-too-common complication eliminates the potential of career burnout, high turnover, and obstructed creativity amongst employees. As a result, you cultivate a culture built upon creativity, teamwork, and opportunity through a preexisting measure of respect. Within this connectivity, companies will see an increase in their employee retention rate and notice a significant development in the quality of candidates they attract. 

Building quality relationships at work can take some time, but a strong bond between co-workers plays a tremendous impact on a company’s success and employees’ mental health. Emphasizing healthy work relationships leads to increased job satisfaction and moves you closer to reaching your full potential. With legitimate friendships in the office, you are more comfortable bouncing ideas off each other, challenging each other, and receiving the support necessary to take risks. The more in tune you are in your office relationships, the more your personal relationships will grow. Be wary as not to let the casualness of your friendships overrule the professionalism required during work hours. 

The Structure of Good Relationships

The foundation for healthy workplace relationships is made of several key elements:

Open Communication: Be honest and upfront when discussing job performance, future goals, the progress on those goals, and give praise for a job well done. The more intentional you are in communication, the more effective you will be in the workplace. 

Trust: The basis for any strong relationship is built on trust. When you have faith in your co-workers to keep their promises and put forth the effort, you can know time and energy are not being wasted. Shared trust builds a strong bond between employees and enables a platform for open communication.

Respect: Mutual respect between employees results in your team members feeling valued for their input and opinions and make solutions more attainable through collective wisdom and creativity. 

Mindfulness: Stay cognizant of the impact your words and actions can have on others. Take full responsibility when you mess up; don’t allow your negative emotions to shake up your work environment. 

Inclusion: Stepping outside your comfort zone or taking a new approach to a challenge can prove valuable in your decision-making. Pursue dynamic and diverse perspectives that may be outside your traditional lines of thinking. Hearing these varying opinions can provide great insight to arrive at a solution you were previously closed off to.

How To Build Good Relationships

Patience plays a huge role in cultivating healthy workplace relationships, but there are steps you can take to help expedite the process:

Develop Your People Skills: Having good people skills is essential to get your relationships off to a great start. It is your chance to earn trust through active listening, empathy, and conflict resolution. 

Grow Your Emotional Intelligence: Your EI is your ability to understand and manage your emotions and the emotions of those around you. Improving your EI can go a long way in establishing a strong bond between co-workers.

Be Intentional in Your Relationships: Make an emphasis to interact with your peers by inviting them to lunch/coffee, making yourself available in a time of need, or simply by engaging with them on social media. 

Show Appreciation: Give recognition where recognition is due. Everyone wants to feel valued and praised for their hard work. Being that source of affirmation for others is a great way to quickly develop a bond and earn favor in the eyes of your co-workers. 

Exude Positivity: Through your provided affirmations, expressed gratitude, and ‘glass half full’ outlook on life, you can set the standard for what you what your culture to become. Sharing a consistently positive outlook is contagious in the workplace and will likely draw others to you in the process. 

Avoid Gossip: Talking behind someone’s back is the quickest way to allow toxicity in the office and ruin any progress you’ve made. Rather than avoiding conflict, address the problem directly as not to intensify the issue.

Navigating Through Difficult Relationships

When you encounter a co-worker or manager that you can’t quite mesh with, it can be challenging to maintain consistent energy and passion levels in your job performance. Rather than getting bogged down and overstressed, pursue the individual timidly in hopes of understanding the reasoning behind your differences. From there, take a step back to evaluate and ensure that you are not the root of the problem. If you can make amends to an old conflict, do it now before the cycle of harmful attitudes and behaviors continue.

Focus on what you have in common and show empathy to the aspects of their life where you cannot relate. If you a positive history of working together on a project, reflect on that to re-establish a bond. Not every work relationship will be seamlessly productive and friendly, but extending a little effort can keep them fruitful in and harmony with the culture you’ve built.

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Take the Lead on Your Company’s Positive Culture Shift

Are you unhappy with the culture of your company? Don’t look to ‘jump ship’ when the culture isn’t meeting your expectations. Be a part of the change by capitalizing on the roles played by team influencers and managers. A company printing its mission statement or core values on the wall is not enough to improve team comradery or employee morale. A genuinely supportive and winning culture is built upon trust and communication between all employees, whether in a leadership position leadership or not.

Here are three steps you can take to initiate change in your company’s culture towards increased employee engagement, retention, and candidate appeal.

Map Out What A Positive Work Culture Looks Like To You

What does a healthy and uplifting work culture look like to you? Do you want to see more diversity and inclusion across your team? Do you aspire to have more employees’ impact heard or seen? Organizational culture is not something you can fully control, but there are specific steps you can take to inch closer to the work environment you desire.

A common mistake leading to incohesive work culture is when management adds a new element to the organizational map that does not tie into the existing culture. Define the set of desired values and behaviors that you want to be aligned with your strategy and brand. What are the pillars that you want to make up your company’s culture? Some key examples include increased intentional communication such as C-suite office hours, company-wide events (abiding by your Covid-19 restrictions), performance recognition, or employee training and growth opportunities that push people out of their comfort zones. When you reinforce positive behaviors, you establish a foundation for employees to feel comfortable speaking their minds.

If you are not in a position of leadership, speak your mind to someone who is. Share the aspects of the presently set work culture you want to retain and the aspects you hope to abandon. As you walk through this process, be sure to get others involved who want their opinions voiced as well. Measure and demonstrate the effectiveness of the current culture and desired changes through employee surveys and behavioral analysis. After all, open communication is the part of the precedent you are likely hoping to becomes an everyday occurrence.

Lead By Example

It’s easy to forget the values your organization has set in place as you walk through your day-to-day assignments, but you can never let that be an excuse. The easiest way to gain respect from your co-workers is through accountability, professionalism, and hard work. When you step up, you are encouraging others to do the same. Whether you are in a leadership position or not, any employee with a position of responsibility can set a precedent for overall employee performance. If you have expectations for others that you cannot meet yourself, your intentions and leadership will emerge as dishonest. 

Is your organization successfully molding new leaders or merely providing direction without opportunity for growth? Consider how your brand and business culture tie into your recruitment marketing strategy. Reinforcing an elite reputation of a lively, encouraging, and team-oriented work culture full of open communication can unlock your vacant job listings to the top-performing job candidates you seek. 

According to a recent Glassdoor study, 77% of adults would examine a company’s culture before joining, and 56% say company culture is more critical to their job satisfaction than salary.

Remember, Change Doesn’t Occur Overnight

A change in behavior doesn’t happen overnight, and neither will your culture shift. It requires long-term intentionality, practice, and accountability from the whole team, built on the shoulders of your leaders. Depending on the gap between where your culture is today and where you want it to be, your timetable could be months or even years. One specific step you can take is to establish a ‘culture committee’ to represent the voices of all employees that meet monthly to reflect on various concerns and company highlights. Failure to install this platform for feedback can result in resorting back to previous patterns.

Stop waiting for the timing to be right or for the right people or resources to arrive. If you are ready for change, now is the time to get started. Be the difference.

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The Significance of Team Chemistry & How To Achieve It

Without team camaraderie and togetherness, a team will transform into a group of individuals all pursuing personal agendas. Recently, our friends at Nexxt laid out three of the top reasons that team chemistry is momentous in a company’s success and three steps to achieve it. We break down their key points below: 

Cooperation

When your team is on the same page, it will be easier to find success, and internal conflict will dissolve. Working together with a shared ‘end goal’ in mind will strengthen your team chemistry by default. When this level of synchronicity is established, your organization will reap quicker, more efficient results and positive developments. 

Productivity

When the bond is strong between employees, experts suggest productivity will escalate company-wide. Your team will begin to learn and recognize each other’s work styles, capitalizing on strengths and confining weaknesses. A lack of team chemistry can result in an argumentative culture with employees more concerned about expressing their opinion than finding a solution. 

Loyalty

Feelings of anxiety, low morale, and detachment are among the top reasons for disbandment and a lapse of loyalty. When a company is marked by discord, conflict, and individualistic mindsets, employees will seek greener pastures. If you desire to limit company turnover and construct a desirable workplace, you must set a precedent through consistent encouragement, provided opportunity, and an emphasis on engaging relationships. 

“Only 3% of U.S. workers feel involved, enthusiastic, and committed to their work.” (Gallup)

Generating Team Chemistry in Three Steps

Facilitate Communication

One of the most straightforward steps to generating team chemistry is through open communication. Keep your office door or phone line open and present yourself in an inviting matter to the rest of your team. If you appear readily available to answer questions and address concerns, your co-workers and staff will begin to feel heard and valued for their efforts. If you are ‘closed off’ in conversation, other employees will be influenced to do the same. If employees are not coming to you, go to them to initiate conversation. Set regularly schedule 1-on-1 meetings to share company updates, goals, and give way for open discussion. 

Know Your Team

Every organization consists of varying skill-sets, personalities, and inclinations. Through your 1-on-1 meetings and company gatherings (virtual or in-person), you show intentionality in knowing your co-worker or employee beyond their resume’s content. Exuding this effort is a sign of authentic leadership. It promotes being a ‘work-family’ rather than a ‘workplace.’ Giving everyone their time in the spotlight can allow self-confidence and attitudes to flourish. 

Provide Opportunities to Learn

When you provide opportunities to learn and grow, it shows your team that you are thinking of them and that you value and want the best for them. According to Gallup, 87% of millennials list “career growth and development opportunities” as vital to them in a new job. With increased opportunities, employees’ “confidence, effectiveness, and reciprocation of loyalty” will soar.

Wrap Up

If you want consistent and valuable contributions from your team, you must identify their strengths and weaknesses and place them in a situation where you know they will win. It is a difficult task to formulate an effective team out of contrasting individuals. Still, it is critical in identifying you and your team’s sense of purpose in your respective careers. 

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Eradicate These Flaws in Your Leadership

The best leaders are working to build strong units and empower their employees. This can be achieved in many different forms. However, there are countless mistakes that even the most highly touted leaders would confess. The difference between them and today’s lowly leaders? They were intentional in recognizing their mistakes, eradicating them, and researching ways to develop new habits. 

With the help of career coach Lolly Daskal and her blog ‘Lead From Within’, we’ve identified three critical flaws you MUST abolish. If made, these mistakes will lead to a poorly structured work environment and toxic culture. 

Selfish Tendencies

No one likes a manager with narcissistic tendencies. Your success is the benefit of a quality team of individuals. It is your responsibility to let that be known and share the spotlight.

Despite being in charge, you must never let go of your willingness and openness to learning. You may be the expert on a few particular subject manners, but being a great leader consists of knowing when you are not and entrusting those who are. Relying on your team members will keep morale high and build a positive workflow. 

Be powerful yet humble. Research would argue that leaders are more powerful when they are humble. Why? True humility is “when someone has an accurate assessment of both his/her strengths and weakness and sees all this in the context of the larger whole.” 

Causing Conflict & Avoiding It

When you know that you are a vital part of your company and its success, it is easy to gradually become arrogant and compassionless without even realizing it. You begin to disvalue your team’s opinions and close yourself off from the culture, all while demanding respect in the process. Your style of leadership may be the cause of conflict within your organization. 

When conflict arises, a poor leader’s response is to shut the door and deflect responsibility. Linking back to the topic of humility, studies show that those low in humility tend to overreact during conflict, refuse to apologize, and often plot revenge. Be efficient in your decision-making, but don’t lose sight of the big picture in determining what is best for everyone.

“Both arrogance and humility are contagious. Both can be taught and caught.” -Unknown.

Lack of Accountability

When things are not working out to expectation, weak leaders will look to pass blame and create excuses. Take consistent responsibility for your choices and encourage others to do the same. Without accountability, your company’s aspirations to carry out a specific strategy becomes wasted time. Productivity is destined to ‘take a hit’ as your rogue mentality will set the standard for employee performance. Sure, this mentality may not overtake every employee, but by that fact, it will only lead to ‘Me vs. You’ implication. Taking ownership of your actions or the mistakes made by your delegates will go along way in garnering respect and getting your employees to work harder. 

In a recent article from Partners In Leadership, they revealed six warning signs of a lack of accountability in the workplace:

  1. Low Morale
  2. Unclear Priorities
  3. Declining Engagement
  4. Ineffective Execution
  5. Low Levels of Trust
  6. High Turnover

Wrap Up

Anyone who lacks sound character is often incapable of quality leadership. As a result, your company may experience high turnover and displeased employees. Best-selling author and keynote speaker Bernard Marr knows the character traits that set true leaders apart from followers. In his recent article, he reveals eight signs that a person might not be ready for a position of leadership.
Examples: Lack of empathy; Fear of change; Wishy-washy; Too bossy. 

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