Take It Easy: Don’t Let Your New Position Overwhelm You Right off the Bat

You’ve tackled and overcome the daunting task of performing the perfect interviews. You’ve shaken hands with the hiring manager, HR manager and a few of your new colleagues. Now it’s time to dive into your new position, and chances are you’re feeling excited and anxious at the same time. Take a deep breath: You’ve got this.

When you start a new career at a new company, the learning curve sometimes seems as though it is a figure-8, curving back on itself as you learn new policies and strategies. Not only does the position itself come with new things to learn, you now have to learn the personalities of your new coworkers, how your boss works and what makes her tick, and the grid of office politics. All of this can easily overwhelm you, creating enough excitement and stress to upset your stomach. Go in with a plan to keep your head level and you won’t regret it.

First, realize that you’re new and you won’t know everything the first day, or even in the first month. Learning curves happen in life all the time, and this is no exception. However, you need to be on you’re a-game at all times, making sure you’re doing everything to the best of your abilities.

Ask the right questions at the right time. Don’t waste time in finding out the answers, being proactive and ensuring you’re following all procedures shows your boss you’re willing to go the extra mile. Smile when you speak and always remember your pleases and thank yous, as small tokens of politeness go miles toward getting the right answers.

Study the interworking of the office and figure out the best way to accomplish your tasks in a timely manner. Connect with coworkers – particularly those working to train you — on a professional level; you’re sure to need help from someone during the first few weeks of your position.

Don’t take on too much; this will overwhelm you more. While you want to exceed the expectations of your boss and new coworkers, you will fail if you take on more than you can handle and end up not completing your assignments.

The first month in a new position shows your management team what kind of employee you will be. A go-getter who is efficient in managing her time and task list, while not being afraid to ask the right questions is often a solid investment in the eyes of the company.

Finding and Hiring a Staffing Firm

You’ve decided it’s time to hire a staffing firm, but where do you begin? There are dozens of staffing firms available, most specializing in a select few industries. Before hiring a staffing firm, interview your candidates to help you find the perfect fit.

Like hiring an employee for your company, hiring a staffing firm requires asking the right questions and getting enough answers to make an educated decision. Here are a few questions to ask before making the commitment.

Are you an expert in my industry?

This is important for obvious reasons. Many staffing firms are dedicated to a specific industry or a small handful. Examples may include firms who specialize in accounting, administrative, technology or human resources. Hiring a staffing firm that is dedicated to your industry — or the position(s) you have available will help ensure finding the right candidate in a short amount of time.

What is your employee culture like/turnover?

While this may not seem important at first, it is. A staffing firm with a high internal turnover rate means you risk not being able to make a long-term relationship with an account manager. This is also detrimental to potential candidates. One of the greatest things about a staffing firm is that you can work with a dedicated account manager who learns what you’re looking for as far as personality, skills, experience. A long-term relationship allows you (and the candidates) to become familiar with the account manager, allowing account managers to find the perfect fit based on a wide range of criteria.

How satisfied are your employees (the candidates for YOUR company)?

Again, while this may not seem important to your company, it is. A staffing firm with high marks from its talent pool means they are doing something right. Dissatisfied employees means that somewhere along the line, the staffing firm isn’t making the right connections between talent and the hiring companies.


Once you’ve received and reviewed the answers to your questions, you are able to make an educated hire and help ensure that you are making the best choice for your company. Knowing the values the staffing firm holds while also feeling confident about the potential for a rewarding, long-lasting relationship can ease the stress of filling those sometimes difficult positions.


Figuring Out the New Workplace

You landed the job and now it’s time to start figuring out the ins and outs of the new workplace. Starting a new position in a new company is exciting, but it doesn’t come without challenges. You’re part of a new team of individuals, new mottos, new goals, new procedures. It’s not uncommon to feel slightly overwhelmed with the numerous changes and responsibilities you’re now facing.

Getting On the Same Page

Take a deep breath and let it out — you’ve got this. One of the most important aspects of figuring out the new workplace is getting on the same page with your direct boss. New boss, new rules and a new personality to try and figure out, but it’s not always difficult. Getting on the same page with your boss helps you gain your footing in the new position. It also helps you to realize exactly what’s expected of you without the guessing games that normally come with such a task.

Remember you were hired for a reason and you wouldn’t have the position if there wasn’t something about you that stood out and told your now boss that “Hey, this guy’s got what it takes.” Be upfront with your new boss about any concerns you have about your list of responsibilities or new projects you’re taking on. When you know exactly what’s expected of you in your new working world, it’s easier for you to complete your tasks without making common mistakes.

Realizing When You Need Help

It’s not uncommon to become overwhelmed at a new position, especially if the job entails responsibilities that you’ve never had before. While it’s sometimes human nature to feel ashamed in asking for help, realize that it’s important — especially in a new working environment. Just like getting off on the right foot with your new boss, it’s equally important to know which team members are reliable when you have a question  relating to your new responsibilities.

Going Above and Beyond — Responsibly

When you start a new position, chances are you’re wanting to make a grand impression on your new boss and the team. Many people often try to go above and beyond what is expected of them, which is never a bad thing; however, it’s easy to overdo it. 

One problem that comes along with going above and beyond is stretching yourself too thin and not being able to complete all of your projects or responsibilities because you’ve taken on too much. This is unfortunate because it has a negative effect. While your boss may see that you’re taking on additional projects and trying to help the company, he’ll also see unfinished projects and unmet deadlines.

Another problem with going above and beyond is that many people make the mistake of stepping on the toes of others. Taking on additional responsibilities is great, if you have time for them. However, you don’t want to directly undercut another member of the team by taking their responsibilities out from under them. It’s a fine line.


Your new job is surely going to surprise you with questions here and there, but that’s part of the game. Handling the issues and questions that come up correctly can help ensure your future at the company and your overall work experience.

Aligning Culture with Values in the Employment Process

Company culture is one of the most important aspects that should be assessed during the hiring process.

When navigating through the hiring process, hiring managers should not only review applicants based upon their skill set and expertise, but for the individuality and unique personalities that they will bring to the group.

Group dynamics within corporations are often the tipping point of great culture over disgruntled employees.

Those individuals who fit within the values of the company culture have a greater sense of loyalty, responsibility and ownership for their stake in the success that takes place within the environment. Employees that are haphazardly thrown together don’t have that same cohesiveness. And, as we’ve all seen in various organizations, one disgruntled employee can easily take down many co-workers on their way out.

Let’s take a look at what can you do to ensure you’ve got the right people with the right fit for your culture.

When hiring, assess these points:

  • Listen to the language the person uses. What things are they passionate about? What gets them excited? What are their hot buttons?
  • What’s their personality? Calm, relaxed, ambitious, competitive? What style will best fit with the other members on your team?
  • What’s their problem solving style? Individualistic, collaborative?
  • Are they adaptable, flexible and feel a sense of empowerment to take ownership of tasks?
  • Does the individual have a passion or an interest in the type of product or service you are delivering? Can they understand their role in the bigger picture of the company?

Aligning company culture with a new hire increases the likelihood that your new hire will be there for the long-term. Don’t overlook this important aspect of the hiring process.

5 Steps to Getting Organized for Your Next New Hire

Hiring a new employee can be an exciting time for your company. Whether you are replacing an individual, or you’ve opened a completely new position, being ready and organized for your new hire will greatly reduce the amount of time it takes for a successful transition.

Here are a few things you can do to get organized for your new hire.

  1. Have as much information about the position as possible. This includes knowing the day-to-day tasks, who the person reports to, what they are responsible for overall, and the big picture vision of their position.
  2. Obtain the data, facts, projects, and any other miscellaneous information from the team in which the new person will be working. This entails the group projects, team meetings and information, and anything that help this person become more successful.
  3. Have a training and integration plan. The more organized and detailed you can be upfront and in the beginning, the more the person will have confidence in their position and the company. This means you’ll need to be fully prepared for your new hire on their start date. If your week is too busy for a new hire to start on a Monday, consider moving their start date to Wednesday or Thursday.
  4. Make their first day organized, planned, and incredible. This can include things like knowing their logins and passwords, having their office or space setup, giving them a calendar with meetings, expectation and upcoming deadlines. People love to be led, and they love when a company is organized.
  5. Cater to the personality of your new employee. If you had your new hire take a personality test before employment, or at the start of employment, use that information to ensure the success of the individual. If they are an introvert, perhaps running them around to meet everyone on the first day, including lunch with the managers may not be the best bet. A one-on-one with their team lead however, would go over nicely!

Above all, remember that the more organized and prepared you are for your new hire, the more the relationship will start out on the right foot.  What that really means is a successful transitions into the new position.