Categories: Investments and Business

Starting a new job in human resources? Here are 3 things to do and not to do during the first 90 days

Whether you’re new to HR or a seasoned leader starting a new organization, making a good first impression with your new team is very important.

What you do in your first 90 days shows what you’re capable of and sets the stage for what you’ll accomplish in the months and years to come. No one expects you to come along and transform the HR organization in a matter of weeks, but by listening, learning, and adding value for your team, you’ll be well on your way to long-term success.

To help you prepare, we’ve put together three “do’s” and three “don’ts” to get you off to a good start in your new role.

Do your homework before the first day

When you were preparing for your interview with the company, did you do some research and prepare thoughtful questions for your interviewers? Of course! You wouldn’t have gotten the job if you hadn’t. Well, bringing that same level of preparedness is a great way to make a great impression on your first day.

Take what you’ve already learned about the organization and role through the interview process and expand your research. Learn more about the industry (especially if it’s new to you) and find out what the company has been up to lately.

If you think it’s appropriate, ask your hiring manager if there are any internal documents you can send them to review before you start, such as the company’s strategic vision, messaging, values, goals and strategies, etc. Studying this information can give you a feel for the work environment you are heading into and help you feel more confident when you start out. It can also help you get up and pick up speed more quickly.

No stressing yourself out (and prioritizing self-care)

Starting a new job is stressful enough, but with the ever-increasing demands placed on HR professionals today, you face an even greater risk of burnout in the workplace. You certainly want to start off on the right foot in your new role, and you may feel added pressure to really be “on” in those first few weeks. There’s nothing wrong with wanting to be on top of your game, but in order to do so, you have to prioritize self-care.

To be your best self at work and have a positive attitude, you need to be well-rested and not have too much on your plate, personally or professionally. Take plenty of time for relaxing activities like exercise or meditation, and set boundaries between work and home life early on.

If you ever feel overwhelmed or think your mental health might be suffering, talk to a mental health provider. There is no shame in asking for help, and they are trained to help you develop coping strategies and recommend potential treatment options if needed.

Joining a community of peers can also be a great way to talk about challenges and build new connections. (15five HR Superstars community is a support group of professionals who connect regularly to discuss today’s most important human resource issues).

No get ahead of yourself

Are you super excited to start your new gig and can’t wait to dive in and make an impact? Brilliant! However, it’s important to remember that the first 30 days in a new role are all about listening and learning. You need a deeper understanding of your new organization before you jump in and make changes.

If you walk into a new company or role and act like you already have all the answers, you risk coming across as arrogant or offending new team members. While they may agree with some of your ideas, they’ve been with the organization longer, and the problems they’ve been trying to solve may be much more complicated than you think.

The first few months on the job are not about jumping in and saving the day. It is a time to observe, ask questions, and listen to your co-workers. Learn about the challenges they’ve faced and the solutions they’ve already tried. You’ll be in a better position to help when you know the whole story.

Do meet your new team and learn how they do things

We may be starting to sound like a broken record now, but the importance of listening and learning in the first three months cannot be underestimated. Whether you’re joining (or leading) an existing HR team or building the role from scratch, there’s a lot to learn about how the company has managed people operations thus far.

Dive into today’s HR processes, tools, and technology. By knowing existing capabilities and limitations, you can identify gaps in strategy, processes, technology, or people. Talk to the team about their current roles, expectations, and what they need to be successful. Even if you’re not the decision maker on things like technology or hiring, showing interest in current and future needs gives you credibility and can give you the opportunity to influence important decisions in the future.

In addition to learning everything there is to know about people and company culture, strategic HR leaders also understand the business side of things. Here are some basic questions you should be able to answer within your first 90 days in your new role:

In which industry does your company operate?
Who is the ideal client?
How does the business make money?
How has the company evolved over time?
What are the main business objectives? (e.g, OKR)
What does the company hope to achieve in the next quarter/year?

As you learn about your company’s internal structures and how each function and team works together, take the time to engage personally with people both inside and outside of HR. Making an effort to build relationships now will help you establish yourself in the organization. and it can pay off later when you need cross-functional support for new initiatives.

Do set goals and get early victories

As you learn more about your company and the team’s short- and long-term goals, you can begin to formulate ways to contribute personally. Setting some realistic (but still ambitious) goals gives you a roadmap to becoming a high achiever.

If there are opportunities to make an immediate impact with some early wins (without stepping on your toes) or to help the team reach a collective goal, take advantage of those opportunities to establish yourself and prove your value.

In addition to role-specific professional development goals, you can also benefit from setting personal development goals for personal growth. A self-development goal focuses on your personal development and can be anything from learning a second language to becoming a better public speaker. The more you grow personally and professionally, the more successful you will be in your role.

No miss this guide to show off your first 90 days

But wait, there is more! We’ve created a strategy guide that’s packed with expert guidance, checklists, and actionable tips to help you succeed in your new HR role in months one, two, and three—and beyond.

You’ll get: