There is a saying that it is easier to become a millionaire than to stay a millionaire. The same can probably be said of landing a job. However difficult the application and interview process might have been, keeping the job is much more difficult, particularly during the early days and months.
Starting a new job is very much like walking into a room full of strangers, where you must network with everyone within a given period, while understanding the dynamics taking place, and getting things done, all before you leave for the day. Then the process is repeated every day thereafter.
You will have to acclimatise to the room and make a good impression in the short period of time – the probationary period (between three or six months) – at which point your performance is reviewed and a decision taken on whether to confirm your appointment.
This probationary period is an introductory phase and can be a challenging period for the average employee. Indeed, some do not survive this period, which is characterised by learning and performance challenges and continuous assessment.
In these first few months, you must learn the role well enough to perform credibly and in keeping with expectations. This requires committing procedures and policies to memory and it also requires relationship building with colleagues and superiors, and understanding the probationary arrangements – particularly as relates to the consequences of failure. This period can be an onerous one for both the new employee and colleagues, but it’s also entirely possible to navigate with relatively few hiccups if the onboarding process is done right by the organisation.
The onboarding or induction process provides an opportunity for the organisation to state its expectations of the new employee and, in turn, state its own obligations to the employee, shaping their commitment and loyalty and motivation.
Know your employment details
Few things affect new employees more than the way they are first introduced to their job, particularly their depth of awareness of their employment terms and conditions prior to the start of employment. If you start a job without a clear awareness of the particulars of your employment, then the employment relationship is off to rocky start.
To be a productive new employee, you should be aware of important details of your new job prior to commencing duties. Your confirmation of employment letter may contain the following information, but be certain to ask questions if you are uncertain of any of the following:
- Job commencement date, length of evaluation (probation) period and possibilities for extension of that period if you fail initially.
- Details of your Job Description and performance standards to be met.
- Hours of work and place of work.
- Details of remuneration including, amount of pay and pay dates each month.
In the event you fail to meet the performance standards, any shortcomings should be communicated to you during the first month, giving you sufficient time to improve within the probationary period. It is important, too, that there are open lines of communication where you can give honest feedback and ask questions. A letter of extension of your probationary period (if applicable) should be received at least one week before the end of your evaluation. Fair and documented appraisals should be conducted during the period of evaluation. If the work environment fails to provide these conditions during the probationary period, the company may be unwittingly setting you up to fail.
Stay honest from the outset
Some people have been known to start off their employment relationship with falsehoods that served to do nothing but destroy their relationship with their employers.
Some years ago, I interviewed a young person, who had a year’s experience in the field for a certain position. Their interview was strong when measured against their fellow candidates, and as a result we made a conditional offer. On submission of their qualifications for review, and upon a subsequent cross-check between the résumé and the certificates, certain inconsistencies were revealed. The offer was withdrawn after the applicant confessed to forging their grades to gain employment.
The act of forgery or misstatement must be avoided at all costs as not only is it criminal but misrepresenting your background will void any contract and could be fatal to the mutual relationship of trust and good faith which you should have with your employer.
No new employee should start off an employment relationship on such poor footing.
Over-perform
The business environment is becoming increasingly unpredictable and is subject to sudden and profound change. This is also reflected in the employment relationship, and the reality for new jobseekers is that this uncertainty can negatively impact job security.
In this regard, what becomes important is the “psychological contract.” This concept was first discussed in the 1960s and is concerned with the expectations that employers and employees have of their relationship, what each one expects the other to deliver, what each expects from the working experience, and how each expects to be treated by the other party.
Expectations will vary based on the role, but some expectations are standard, no matter the role and these include reliability and timeliness, honesty and integrity, professionalism in approach and appearance, and quantity and quality of work.
To survive the evaluation, you should focus on exceeding expectations. This means adjusting to the job environment, completing tasks on time and minimising idle time.
While on a temporary contract at an organisation some years ago, I looked beyond the probation period and made a real effort to understand, not only my role, but the wider departmental objectives. I attended meetings and made the effort to contribute sensibly to the discussions. When permitted, I understudied my more senior colleagues in order to benefit from their experiences and expertise. At the two-month mark, management expressed their satisfaction with my performance and attitude to the job. My contract was later extended beyond three months to one year!
In return for exceeding expectations, some companies offer a supportive working environment, including training and development opportunities. Exceeding expectations of the job almost always results in a deepening of the relationship between employee and employer.
In closing, I wish to emphasise that it is foolhardy to exert much time and effort in order to land a job, only to lose it in those testing early months of the probationary period. Preparation for the job must be taken seriously if one is to benefit from the onboarding process that employers will lay out for new employees. Once on the job, your commitment to meeting, then exceeding performance standards must be a primary motivating factor. In three to six months, you would have made your own small mark on your job – a great beginning.