3 Areas of Focus

Taking the right approach to training your new hires is one of the most important things any employer can do. The right education and guidance set your employees up for success in any role and ensure they can thrive in your industry.

What’s more, today’s employees crave training more than ever before.

According to some studies, around 40% of staff members worry their skills will become outdated in today’s quickly-evolving landscape. Moreover, 49% of employees want to enhance their skills but are unsure where to begin.

For business leaders, the focus areas for training an initial new hire should revolve around developing critical soft skills. Most of your new team members already have the technical talents required for their roles. However, you can always look into upskilling and expanding this knowledge later.

Your team members need help with the critical skills that will define their future with your business. Here are the three areas you need to focus on.

Skill 1: Goal Setting

Goals are critical in any role. According to research from Harvard Business School, people who successfully visualize and write down their professional goals are often 20% more successful. Goals act as a compass in any career, giving direction and guidance to your team members.

Start by providing your employees with clear insight into your business values and expectations for their work. This will help them monitor and measure their performance to ensure they’re delivering the right results. Next, arrange for a meeting during the onboarding process, where you can set different types of goals with your new team member, such as:

• Short-term goals: Define what your new employee should be working towards during the first few months of their position in your company. Outline what you’d like to see from them as a manager, and ask what they would like to accomplish during this time.

• Long-term goals: Ask about where your employee sees themselves in the future. Do they want to work towards a promotion or a higher-paying role? Together, you can outline a plan for how they can make their targets a reality.

• Development goals: Where would your employees like to improve their skills or become more proficient during their time with your company? What training opportunities would they want access to, and where do they feel they need the most help?

It’s also worth providing your employees with key tips on improving their chances of successfully reaching their goals. Discuss the difference between setting realistic and unrealistic targets, and look at how you can help your employee to become more focused.

One option could be to set your new team member up with a mentor, so they can constantly get feedback on their progress. It’s also worth having regular meetings with each employee throughout the year to see whether they’re accomplishing their goals and what you can do to assist them.

Skill 2: Relationship Building

Relationships form the foundation of strong company culture. Research shows positive relations between employees and their managers and colleagues lead to better job satisfaction, increased retention, and boosted productivity. However, many employees struggle with creating the right connections throughout the company.

During the initial onboarding process, when you’re bringing your new team member into your company, introduce them to the people they will be working with. Some bonding activities can be extremely useful during this stage to help with breaking the ice.

Next, provide tips on strengthening your team members’ relationships with colleagues and managers. For instance, you can encourage them to:

• Be proactive in offering help: Employees who constantly look for ways to support and assist their other team members are more likely to be appreciated by the rest of the team. Encourage your staff to be proactive team players.

• Take part in meetings: While not all of your business meetings may be mandatory, many provide networking and communication opportunities. Asking staff members to participate in regular video and in-person meetings will help to strengthen bonds.

• Develop emotional intelligence: Training your employees on how to demonstrate good emotional intelligence is fantastic for enhancing their relationship-building abilities. They should be aware of how to recognize and understand the emotions of others.

• Communicate constantly: Make sure your team has a strong culture of constant communication and collaboration. Everyone should feel included in business conversations, and every team member should feel as though they have a voice.

• Network whenever possible: Allow team members to attend events and networking opportunities. This is a good way to help them expand their relationships and feel more confident communicating with others.

It’s also helpful to have diversity, equity, and inclusion policies, which highlight how each team member should show respect for their fellow workers. If any of your employees seem to be isolating themselves from the group or show a negative attitude towards others, jump in and see what you can do to fix the problem.

Skill 3: Productivity

All employers want productive, efficient, and engaged team members. While the support you give your employees in the form of the right technical skill training and tools will help to enhance productivity, there are also steps employees will need to take themselves.

Ask your employees how they currently pursue productivity in their workflows and where they’re most likely to struggle. If your team members are working in a remote or hybrid environment, they may need more assistance with scheduling their work and ensuring they adhere to deadlines.

Introduce your employees to different methods of boosting productivity, such as:

• Arranging their to-do list: Some employees will find it easier to tackle the toughest jobs first thing in the day. Others will prefer to start with easier tasks and work on complex challenges later. Encourage your staff members to discover what works for them.

• Taking regular breaks: While pushing your employees to be productive at all hours of the day is tempting, we all need breaks. Help your employees to take time out when they need it, by allowing them to step away from their schedule from time to time.

• Tackling one task at a time: Teach your employees that multi-tasking is rarely the best way to generate the right results when it comes to productivity. Breaking large tasks into smaller pieces and working on targets one at a time is more likely to generate results.

• Managing energy (not just time): Give your employees the freedom to adjust their work schedule according to when they have the best sense of focus. In today’s hybrid and remote work world, giving your employees more autonomy can boost productivity.

• Leveraging useful tools: Certain tools and technology in the workplace can assist with productivity. For instance, some team members might use time-tracking applications to discover how long they spend on different tasks. Others might organize their day with a centralized project management system.

If any of your employees are struggling with productivity, it’s important to reach out and find out what’s happening. The problem could be with their schedule and how they organize their day. Alternatively, you could find your employees are experiencing the early stages of burnout. Either way, you can work together to develop a plan to promote the best workflow.

Here at The Black Diamond Agency, we have been helping corporate retailers with their talent acquisition and helping specialty retail talent find their ideal roles for 7+ years. If you want to find out how we can help, email us at Info@TheBlackDiamondAgency.com. We look forward to working with you!

Candidates are in an excellent position right now. With skill shortages plaguing the industry, there are more opportunities to move to great roles and companies than ever before. Moreover, you have more freedom about how you choose to work, with remote and hybrid roles emerging everywhere.

However, just because you have many options doesn’t mean defining the ideal company to join is easy. Countless factors can influence whether a business is a good fit for you and your skills. Fail to consider them carefully, and you could end up in a role that doesn’t suit you.

Researching potential employers and retail companies you’re considering joining helps ensure you take the right next step in your career journey. Here’s how you can get started.

Before You Start Your Job Search

Preparation is key when searching for any new role. Rather than simply browsing endless job descriptions in search of something that mentions your qualifications, you should go on the journey with a clear action plan.

Start by defining exactly what you want as a candidate. What kind of career path are you working towards? Is there a specific role or certain duties within a role you’re most drawn towards? Are you looking for a company that can help you work your way up through the ranks to a leadership position, or are you ready to start a management job immediately?

Working with a recruitment agency can be an excellent way to improve your chances of creating an effective plan. Your recruiter can discuss your career goals and help you define what you should be looking for in terms of benefits, compensation, culture and more.

What’s more, once you’ve defined your plan with your recruiter, they’ll be able to position you in front of the right companies, boosting your chances of the best job offer.

The 5 Signs of an Amazing Company

With your career plan in hand, you’ll be able to start sorting through your employment options with more focus. Following the Great Resignation, many businesses are currently searching for the top talent. Here are the signs to look for when narrowing your options.

1. Shared Values

Most of today’s employees are looking for more than just a good salary from their employer. They also want meaningful work which resonates with their values. Around 42% of employees say they think it’s important for an employer to be diverse, inclusive, and equitable, according to a recent Gallup survey. A further 43% of candidates say they’re attracted to a new job based on meaningful work.

Take the time to research a company’s core mission statement and its vision for the future. Find what it’s aiming towards, what kind of goals it’s setting, and how every team member plays a part. Researching the company will help you to determine whether it’s focused on values similar to your own, such as innovation or diversity.

You can also read reviews and testimonials from previous employees on places like Glassdoor.

2. Strong Company Culture

46% of job seekers say company culture is important when deciding where they should work. A further 86% of candidates also say they actively avoid a company with a bad reputation. A company’s culture refers to everything from its approach to work to how it treats its employees.

For instance, you might find yourself drawn towards a company with a strong wellness initiative designed to preserve team members’ mental and physical well-being. Alternatively, you may be more focused on a collaborative company culture, where everyone has a chance to contribute to the growth of the business. When seeking out good company culture, it’s worth looking for evidence you’ll be appreciated in your role. Stories published by the organization’s website about rewards given to high-performing team members show a commitment to good recognition.

3. Opportunities for Growth

While there’s always a chance you may need to move between different companies and roles to reach your career goals, every business you work with should contribute to your growth. Having plenty of opportunities to learn sector-focused and transferrable skills will ensure you can continue expanding your knowledge over time.

Look for evidence that the company in question is willing to train you on using new technologies and strategies as they emerge within your industry. It’s also worth discovering whether there’s room for lateral movement in your business as your expertise increases.

Find out whether team members are regularly offered promotions and opportunities to take on new challenges. This shows potential for a long future with the business and can give you a better sense of the stability and security your role can offer.

4. Excellent Benefits

While compensation is important for anyone looking for the ideal job, it’s important to think beyond the salary. The benefits offered by a company give you insight into what you can look forward to if you decide to join the team.

In today’s skill-short marketplace, many employers are beginning to offer a wider range of benefits, from flexible work schedules to four-day working weeks and stock options. If you’re looking for the opportunity to work in a hybrid (around 53% of US employees), or remote environment (around 24% of US employees), it’s important to check if the company can offer this.

Usually, you’ll be able to learn more about the benefits a company can offer by visiting the organization’s “Careers” page on its website, and speaking to your recruiter. You can also ask about benefits during your job interview.

5. Fantastic Leadership

Excellent leadership and good employee retention often go hand-in-hand for most businesses. This is because employees rely on their leaders to provide motivation, support, and guidance. If you know the leadership team in your chosen business is innovative, emotionally intelligent, and transparent, you’re more likely to feel comfortable in your role.

A good way to learn about a company’s leadership practices is to check its website for stories about group accomplishments and business growth.

Asking for an opportunity to speak to the people you’re going to be working with during the interview stage is also a good way to get a good idea of how they communicate and their general work ethic.

Support Employee Growth from Day One

Designing the perfect retail workforce doesn’t end with choosing the right candidate for each role. Ensuring each employee can achieve their full potential means creating a long-term development plan that aligns your new employees with your company culture, goals and the results you want to achieve.

A great development plan does more than set your employees up for success. It also ensures they can continue to thrive for as long as they work at your organization. With the right plan of action, managers can “onboarding” to enhance their company culture, inspire teams, and boost staff retention.

So, what exactly should your onboarding and development strategy entail? Here’s what you need to know about building the perfect development plan for your employees.

Employee Orientation vs. Employee Onboarding

First, it’s worth defining what onboarding actually is. Many people still use the terms “onboarding” and “orientation” interchangeably. However, orientation and onboarding are two very separate concepts.

Employee orientation is a one-time event, focused on introducing new hires to your company. During this process, human resources, hiring managers and/or team leaders formerly introduce employees to the organization. They may take them on a tour of a physical office, or deliver information virtually through videos and presentations.

The idea behind employee orientation is to get your team members prepared for their new roles. Employee onboarding is a more long-term concept. Onboarding encompasses the entire employee journey, starting from the moment they meet their colleagues, all the way up to the point where they are fully performing.

Used correctly, this process not only strengthens your employer brand and employee engagement, but it also paves the way for a more successful, productive, and efficient team. It helps to acclimate people to the company culture, set expectations, and keep team members aligned with the vision, mission, and goals of the business.

How to Design an Onboarding Plan

Studies show an effective onboarding strategy and employee development plan have a significant impact on the success of any company’s team. Organizations with the right onboarding and induction programs achieve 50% higher new hire retention.

While there’s no one-size-fits-all strategy for onboarding, there are some steps you can use to improve your chances of the right results for your team.

1. Choose a Strategy for Onboarding

First, it’s worth considering how you’re going to deliver your onboarding experience to candidates. Traditionally, onboarding took place within the office environment, consisting of regular face-to-face meetings, training opportunities, and induction processes. Since the shift to hybrid and remote work, 58% of workers in the US according to McKinsey are working from home at least some of the time.

As a result, more retail companies are beginning to implement new virtual and hybrid onboarding efforts. While some meetings and interactions may continue to take place in-office, others may be delivered via video conferencing and online software. The key to success is figuring out which parts of your onboarding strategy require in-person interaction.

Consider asking your new hires which parts of the onboarding journey they may want to tackle in person, and which they’d prefer to do virtually, or in their own time.

2. Assign Each Staff Member an Onboarding Buddy

Because onboarding is a long-term development strategy for each employee, it requires employees to have someone they can turn to whenever they want to discuss their goals, explore training options, or ask questions.

An onboarding buddy is someone your employee can turn to whenever they need assistance getting the most out of their role. This could be a supervisor or manager, or simply someone with authority and history in the business. You could even consider using mentorship campaigns to connect new hires with senior staff members across the organization.

Encourage regular communication between your new hire and their onboarding buddy, so they can develop a more transparent, authentic relationship. Some companies even use informal coffee chats and video calls between staff members and their “mentors” to help further integrate new hires into the company culture and track their progress.

3. Prioritize Regular, Transparent Communication

For a retail company development plan to be successful, every member of the team needs to feel as though they have a voice. Scheduling regular meetings between individual employees and managers where they can discuss progress, challenges, and opportunities is key.

Team members should be able to contribute to their own development, by suggesting areas where they feel like they need to improve, and requesting training opportunities where necessary. They should also feel comfortable reaching out to business leaders when they’re struggling with their workload, experiencing burnout, or feeling disconnected from the business vision.

Regular and transparent communication will also ensure business leaders can consistently set expectations for team members, based on the values and mission of the company. Make sure each employee knows how their performance will be evaluated, and what kind of qualities they need to demonstrate in their day-to-day work.

4. Set and Regularly Update Goals

Up to 33% of employees quit within their first 6 months with a new company, and 86% of respondents in one survey said they would still switch jobs if it meant not damaging their resume. Following the effects of the Great Resignation, business leaders need to be extra sensitive to the engagement and satisfaction levels of their staff members.

This means providing every team member with a clear vision of the future they have in the business and helping them to set and achieve their career goals. During regular meetings with each employee, retail business leaders should encourage staff to discuss their strengths and weaknesses, and share insights on how they can grow moving forward.

As an employee’s position within the business continues to evolve, the individual or team responsible for their onboarding process should work with them to expand and update their goals. This will ensure staff feels as though they’re consistently moving in the right direction.

Invest in Employee Development

While using a retail recruitment company to find the ideal employee for your team is an excellent way to improve your chances of hiring success, it’s important to remember that developing and empowering your employees is a long-term process.

Creating a plan for consistent employee development through consistent and engaging onboarding will ensure you can retain your top talent for longer, and achieve the best results from every member of your team.

Don’t Let These Mistakes Sabotage Your Interview Success

Interviews can be nerve-wracking at the best of times. When seeking a new job, the pressure to present oneself as trustworthy, skilled, reliable, and reputable can quickly become overwhelming.

Although some degree of nervousness during an interview is common and acceptable, committing certain errors can hinder your chances of securing a great opportunity

Whether you’re meeting with an employer through a video conference or participating in a face-to-face interview, it is key to be prepared.

So here are some of the most common interview mistakes you should always avoid.

1. Not Being Prepared

Perhaps the biggest cardinal sin any candidate can commit is failing to prepare fully for the interview. Before you go into your interview, you should always research the company thoroughly.

Take a closer look at the job description and ensure you know exactly what your employer is looking for, so you can prepare answers to interview questions that showcase the right competencies and characteristics. Examining the job description carefully will also help you determine whether the role is right for you.

Study the company’s website to get a feel for their culture, vision, and values, and try to incorporate these factors into your answers too. Check the company’s social media channels, and ask your recruitment company for advice.

2. Dressing Inappropriately

Most interviewers won’t give you a specific dress code to follow before you turn up for the conversation, so it’s up to you to use your common sense. If you’re unsure whether the company is generally more “laid back” about dress codes, dress professionally.

You don’t necessarily need to wear a suit for every interview, but you should focus on professional dress. This applies not just to face-to-face interviews but video interviews too. Hiring managers still expect to see professionally-presented candidates when they’re interacting over video.

Presenting yourself appropriately through attire demonstrates to your interviewer that you take the interview process seriously. It is recommended to dress fully, avoiding casual wear such as sweat pants or pajama bottoms, to help you maintain a professional demeanor and prevent any potential embarrassing moments if the need arises to stand up during the interview

3. Talking About the Wrong Things

For a hiring manager, an interview is a chance to get to know candidates better, evaluate their competency for the role, and determine whether they will fit the company’s existing culture well. The things you discuss in your interview should highlight why you’re a good fit for the position and business.

With this in mind, make sure you don’t start talking about the wrong things. Don’t immediately jump into a discussion about salary (you can ask about this later), and try not to get too caught up in small talk at the beginning of the interview, either.

It is of utmost importance to avoid speaking negatively about former employers or colleagues during an interview. Doing so will only serve to detract from your professional image and make you appear petty.

When faced with interview questions such as “Describe a situation where you had difficulty working with your manager,” it is best to avoid blaming the issue solely on them. Instead, emphasize the communication challenges or other factors that contributed to the situation and how you worked to resolve the issue. This demonstrates your ability to take responsibility for your actions and effectively manage workplace relationships.

4. Not Being Punctual

A well-known quote says, ‘the way you do anything is the way you do everything.’

Therefore, an interview is the first opportunity to demonstrate how you ‘do’ things and what kind of employee you will be to your potential employer. Arriving late is never a good sign, as it shows you’re not well-organized, punctual, or good at time management – even if you have a valid excuse.

To make a positive impression, it is important to arrive punctually or ahead of schedule for your interview. Plan your route in advance and allow extra time to account for potential traffic disruptions. If you are scheduled for a pre-screening interview via video or a virtual conference, take the necessary steps to ensure your technology is functioning properly before the start of the interview.

As the interview begins, avoid disrupting the flow of the conversation by immediately reaching for your resume or other materials. Demonstrate your preparedness by having all necessary items within easy reach. In the unlikely event that you will be late, make sure to promptly inform the hiring manager by phone to keep them informed of the situation

5. Poor Body Language

Communication is up to 55% non-verbal. It’s not just what you say that your hiring manager will be paying attention to in an interview, but how you present yourself too. Slouching in your seat, constantly checking the time, or fidgeting could come across as you’re distracted or uninterested in the role.

Prior to the interview, take a moment to calm your nerves by taking a few deep breaths. During the interview, cultivate a professional demeanor by consistently maintaining eye contact, sitting upright, and projecting confidence. Keep your hands visible, either resting on the table or in your lap, and avoid checking your phone to demonstrate your full engagement. On a video call, make an effort to occasionally direct your gaze towards the camera, creating the illusion of direct eye contact with the interviewer

If you’re worried about what your body language might be saying about you, it could be helpful to practice some “interview scenarios” with friends before you go for the actual meeting.

6. Not Listening Properly

Employers want their employees to be passionate, engaged, and attentive. With this in mind, you should always show your hiring manager that you’re listening carefully to every word they say. If you feel your attention slipping during a particularly long interview, make an extra effort to stay engaged. Lean forward slightly, make eye contact, and focus.

If you have any uncertainty about the meaning of a question, don’t hesitate to clarify with the interviewer. This demonstrates your attention and interest in providing a comprehensive answer. A helpful technique for active listening is to restate the question in your response, for example, if asked about a leadership experience, you could say, ‘When it comes to demonstrating my leadership abilities, I believe a particularly noteworthy instance was…”

Avoiding these common interview pitfalls is crucial in presenting yourself as a confident, capable, and professional candidate. By staying mindful of these mistakes, you increase your chances of making a strong impression and securing the job opportunity. Best of luck!

5 Signs To Look For

The initial stage of building a thriving business involves finding the perfect talent for your team. But, it’s not enough to attract high-performing candidates to your workforce; you also need to take proactive measures to retain them. Keeping your top talent engaged and motivated is crucial to ensure long-term success for your company.

In today’s competitive job market, employees have numerous opportunities to switch employers if they are not satisfied with their current jobs. As a result, retaining top talent has become more important than ever. Employees may leave a company for various reasons, such as lack of job satisfaction, disinterest in the company’s vision, issues with colleagues or managers, among others. However, up to 75% of turnovercan be prevented, making it crucial to identify signs that employees may be planning to leave. In this post, we will share some signs to consider.

1. Reduced Involvement in Long-Term Projects and Growth

When an employee decides to leave a company, they may become less involved in long-term projects and growth strategies. They may spend more time on short-term tasks and delegate long-term work to others. If you notice your employees are no longer investing in their future with the company, offer insights into progression opportunities they may miss if they leave.

2. Visible Signs of Stress

Burnout has become a significant occupational phenomenon, causing employees to disengage from the workplace, show exhaustion, and look for alternative work opportunities. Track your employee’s mental and physical health, looking for signs of exhaustion, negativity towards colleagues, and a slower-than-usual pace in their workflow. If you notice burnout symptoms, speak to your employee about how to help manage their workload.

3. Reduced Creativity and Initiative

When employees plan to leave a company, they may stop actively contributing to its growth, become quieter in meetings, and stop sharing ideas for development. They may no longer feel inspired by the company’s mission or values. Give your team members regular feedback, recognize and reward their hard work to inspire them to contribute.

4. Focusing More on External Networking

Networking is important for a thriving career, but focusing more on external networking than building internal relationships may be a sign an employee is looking for new opportunities. Encourage bonding with colleagues through team-building exercises and more consistent internal communication.

5. Decreased Performance

Disengaged employees may show performance issues, such as making more errors, negative customer feedback, and colleagues complaining about their performance. Instead of engaging in disciplinary action, speak to your team member to discover what is happening behind the scenes.

To prevent disengagement, burnout, and “quiet quitting,” recognize these signs, and take action to re-ignite your staff’s passion for your company.

A Strategic Guide for Career Success

People seek new jobs for a variety of reasons: finding the better compensation, work/life balance, company culture, and growth opportunities. According to a survey shared in Entrepreneur, approximately 46% of workers plan on finding a new position in 2023.

If you’re going to take the next step in your career path this year, it’s important to think carefully about how you will make the right impression from day one.

The first 30 days in a new role can be both nerve-wracking and exciting. There are new processes and technologies to get used to, new people to meet, and new expectations to live up to.

Having the ability to navigate your new role during the first month can not only increase your chances of making a positive impression on your boss, but it can also accelerate your ability to fully reap the benefits of your new job.

Step 1: Form Crucial Connections

Internal networking is one of the most important things you can do during your first 30 days in a new role. Getting to know the people you work with will improve your experience within your new company and make you feel more comfortable in your position.

Communicating with others is also a great way to capture the attention of your managers and senior leaders. During your first couple of weeks with a new company, find out who you will be working with regularly, and commit some time to get to know each colleague.

It’s also worth finding out who you should be approaching if you have questions or concerns about your role. Discover when your contacts are most likely to be available, and determine how they prefer to communicate (E.g. in person, email, chat, or video).

Step 2: Learn as Much as You Can

Your first month with a new company is a critical period where you’ll have a lot to learn. You’ll need to familiarize yourself with internal processes, policies, and the general workflow of your colleagues. To succeed, focus on expanding your knowledge in areas relevant to your role.

For instance, you can proactively seek more information about the customers your business serves or how your team manages projects and deadlines. Additionally, review the documentation provided during your onboarding session and request extra training if necessary.

It’s equally important to pay attention to your surroundings and learn how to integrate into the company culture. Consider the organization’s values and identify ways to incorporate them into your work. Observe how people communicate and collaborate to understand the expectations when interacting with others.

By taking these steps, you can quickly adapt to your new environment and contribute to the team’s success.

During the hiring and onboarding process, your company may have provided you with some insights into the nature of your work and how it will be evaluated. However, it’s essential to confirm the expectations of your manager or supervisor to ensure that you meet them.

You can arrange a one-on-one meeting with your manager to discuss their expectations if this has not been covered during onboarding. This discussion will allow you to understand what your leaders will be looking for when assessing your work. It’s also a good idea to create a list of key performance metrics that your business will monitor to evaluate your progress.

To ensure that you’re meeting the expectations set for you, it’s helpful to schedule additional meetings with your manager bi-weekly or monthly during the initial stages of your new role. These meetings will provide an opportunity to collect feedback and address any concerns that you or your manager may have.

By proactively seeking feedback and clarifying expectations, you can set yourself up for success in your new role and demonstrate your commitment to achieving your goals.

Step 4: Find the Best Time to Ask Questions

Starting a new role can be overwhelming, and it’s natural to have many questions right away. However, it’s important to find a balance between asking questions and listening to what’s happening around you.

While asking questions is an excellent way to learn and demonstrate your commitment to your new position, it’s crucial to pick the right time and place to ask them. During the initial stages, it’s best to focus on observing and understanding what’s happening around you.

If you have questions or need clarification, make a note of them and prioritize the information that you need first. Ask yourself when it might be best to wait to ask certain questions until you have an opportunity to meet with your manager face-to-face.

By striking a balance between asking questions and listening, you can gain a better understanding of your role and organization, establish yourself as a thoughtful team member, and set yourself up for success in your new position.

Step 5: Constantly Demonstrate Your Value

Once you have a clear understanding of your new role’s expectations and the company’s vision and mission, it’s time to demonstrate your value. The first 30 days in a new role offer a unique opportunity to showcase your skills and prove to your hiring manager that they made the right choice in selecting you.

To start, identify quick-win strategies that align with your understanding of how your work will be evaluated. For example, if your manager is concerned about meeting project deadlines, carefully plan your schedule and keep them updated on your progress with each task you complete.

Demonstrate your commitment to continual improvement and growth by volunteering for additional training sessions, seeking out a mentor to guide you, or requesting feedback whenever possible.

While the first 30 days in a new role can be overwhelming, they also provide an excellent opportunity for learning, growth, and demonstrating your value. By leveraging this opportunity, you can establish yourself as a valuable member of your team and set yourself up for long-term success.