The wait is over and you’ve landed that new job. Now, the butterflies begin. It’s a feeling of excitement about a new start, but some anxiety and insecurities regarding your new role can also be present. This is why we suggest developing your short-range and long-range goals – basically a 30, 60, and 90-day plan. Most employers discuss yearly goals with their employees but developing your own 1-3 month plan can help you a great deal. Not only will it help you get organized and focused, but this clear course of action can act as a benchmark for you and your employer to measure your performance and your understanding of the job. It is also a way to analyze if your training is on-point or if it needs some adjusting.
Set concrete and measurable goals so that you can clearly see whether you’ve been able to meet them. Write them down. Keep notes about your milestone successes and the situations that need more work. Telling yourself to “get better” at something is a great idea, but not a measurable goal. However, stating that you want to lead 2 weekly team meetings a month is something you can clearly measure. Our suggestions below can help you understand the big picture when developing your 30-, 60, and 90-day goals.
Within the first month of your new job, your plan should be to focus on the big picture. Learn more about your company; absorb information on how it works, and what its goals are. Have some patience about proving your expertise, because you first need to know how your skills will fit in with your company’s needs. So spend the first 30 days learning the ropes, noting where you see gaps, and how the various processes work. Make relationships. Find out who does what, and the names of key players when it comes to developing and approving different tasks. Explore the company’s mission, processes, and expectations. Once you soak it all in, then you’ll know how to leverage your skills so that they’ll not only be pivotal but also welcomed.
For the 60-day milestone, you can begin offering your insights and share ideas with the team. Now that you have a good handle on how the place works, you can contribute for all the reasons you were hired in the first place. Begin to make other employees’ lives easier, and your manager’s workload easier. Take something off their plate. Initiate meetings and discussions, deliver reports, and do a deeper dive into the company’s strategy. At this point, you will have an overview of the company and its personalities, and colleagues will welcome your input.
By the end of the 90-days, you should be ready to make a bigger mark with your contributions. This is the time you might want to take on an extra project or be pro-active and tackle a project coming down the pike. After these 3 months, assess what has been working for you and what hasn’t, and note what you can do to improve. For most companies, a probation period is over after 3 months, and you won’t be watched as closely, but you still should check yourself and continue goal setting to help you stay fresh. It doesn’t end at the 90-days. Why do we feel that this is really just the beginning?
It’s important to understand that this type of goal-setting is not just to help you, but to reinforce to your bosses that hiring you was a brilliant idea. It’s to set yourself up to be aligned with the company’s goals, and building a strong foundation for moving up the ladder because you are a crucial team member.
Want more ideas and support with setting goals? Contact us. We’re here to help. MassHire Cape & Islands Career Center 508-771-JOBS (5627)