Expert Direction on Job Changing Methodologies
by Gary Ames - Selected writings by a professional job campaign manager.
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JOINING UP AND SETTLING IN

by Gary Ames
  
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Congratulations on completing or nearly completing your job search!  This is an important phase of your ongoing career development.

                                                                               New Kid On The Block

The first few days and weeks on the job are the "breaking‑in" period.  There is tolerance and good feeling, perhaps even a honeymoon atmosphere.  Do not be hypnotized into complacency.  You are establishing an image:  first impressions are hard to break. 

Subordinates, peers, and superiors are getting to know you.You are simultaneously starting to build relationships, learning new tasks and adapting to new procedures.  You will clarify your role and learn the meaning of your job description.  If you have conflicting demands, you must resolve these.

Observe the habits of your co‑workers.  Put up your antennae to sense what other people are like.  You are establishing complimentary working relationships in this period.  Be adaptable, make an extra effort to sense how other people feel and try to fit in with their preferences.  Learn the formal and informal power structure.  Unfortunately, office politics is a fact of life. 

Try to find out what is going on and sharpen your common sense.Apart from the written or oral employment contract, there is also a psychological contract between employer and employee.  It is, at best, an oral agreement about the extent of group work, conformity, challenge, productivity, hours, security, and development opportunities.  At worst, the psychological contract is two sets of diverse expectations which have never been discussed.

                                                                                         PLAN YOUR WORK

Hopefully, you have asked enough questions in the interview stage and were clear enough about your expectations so that disappointments won't occur when you start working.  However, both your formal job description and the psychological contract should be refined during the break‑in period.  This requires discussion with your supervisor and others about what you want to do and what they want you to do.  This is not a one‑way street ‑‑ to define your role you must provide input.  I am not suggesting that you insist on doing only what you want; I am saying that complacent acceptance is not best for either party. 

Get a clear picture of:

‑‑  your major and minor responsibilities. 

‑‑  the priorities when everything cannot be accomplished.  

‑‑  the schedule of work and deadlines. 

‑‑  how much your supervisor wants to be apprised of progress in specific areas.

One of the conversations you should have with your superior after a few weeks, concerns how you're doing and making sure that you both agree on your performance.  Congruence of evaluation is essential to growth.  If there is a difference of opinion on how you are doing, strive to get specific examples of what you did and how to improve.  Make it a priority. 

 

Unless you were hired to make radical changes, beware of changing anything for some time.  Things are the way they are, for multiple reasons.  There is no good way to criticize someone else's baby.  Until you understand these reasons and your co-workers’ investment in the status quo, you risk making enemies or creating "bad press".  It takes a lot of “‘atta boys” to make up for one “oh shit.”  However, if you are able to find one of the supervisor's most distasteful responsibilities that you can readily and superbly accomplish, you can be a hero. Indeed the wisest course is to plan a steady stream of accomplishments.  Time some accomplishments to be delivered early on.  Also plan for mid and long term demonstrable accomplishments.  A steady stream of impressive work is the way to get ahead. 

WORK YOUR PLAN

Write down a specific game plan for your career.  The plan should address future salary, recognition, promotions, development, and experience in various functional areas.  Include short‑term, intermediate and long‑term goals with milestones.  Include strategies and tactics for each first‑year objective. 

Don't wait to react to your supervisor's performance appraisal.  Use this document to create your plan for career development.  Share the plan with your supervisor and schedule appointments to discuss your progress and what you need to implement your plan.

Every year, in the month of your birth, re-visit your career plan for the future, build some steps and strategies.  Update your hero file with accomplishments and whatever documentation you have.  		 
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