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9 Critical Common Sense Success Factors for New Employees

9 Critical Common Sense Success Factors for New Employees


    New employees are often lavishly courted, persistently pursued, and even occasionally cajoled by hiring organizations, especially if they have rare, unique, or high-demand skills or experience. But once they’re inside the door…watch out!  Often, the corporate indoctrination machine takes over despite the best intentions of an organization and new employees are left to the firehose tour of policies, personal benefits forms, nondisclosure agreements, and the process of orientation. Even in organizations with effective mentoring programs, new employees are often assumed to know the following nine points and are never actually told them.  Time and again, promising employees fall victim to the merciless consequences of not knowing these success factors.  Forewarned is forearmed…

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    1. All organizations have a culture that is an amalgam of laws, regulations, practice, history, mores, and politics – learn it. You cannot be successful by ignoring organizational culture, and sometimes you can’t by following it. It contains many unspoken rules, including what constitutes appropriate dress for the office and how you address problems on an informal level. I mention dress because business casual is not the norm for many offices and dressing down can make you appear unprofessional or lazy to people whose decisions matter. In some offices, business casual is more like “This Old House” and either gender wearing a business suit will stick out like a sore thumb. That being said, it never hurts to dress like the leaders of your organization, but endeavor not to outdress them.
    2. Adhere to the established chain of command. They exist in non-military organizations, too. It can take forever for good ideas to make it up where they do some good. “No” isn’t always a negative comment about your idea. Good managers know their organizational culture, and they know when the timing may be wrong for your idea. It’s good if they tell you that the time isn’t right, but even good managers don’t always tell you everything you need to hear. And, if you skip a management layer without approval, don’t be surprised when the layer with which you speak informs the subordinate layer.
    3. You cannot be friends with your superiors, but you can be friendly. Apuleius said, “Familiarity breeds contempt, while rarity wins admiration.” It is difficult not to become familiar with managers and coworkers in offices where first names are the norm, where people often lunch together or socialize after work, and where the working environment is friendly. Friendliness does not make people unprofessional, it makes the work environment more pleasant; however, expecting to capitalize on friendships in the workplace at the expense of accountability is unprofessional. Your managers will do you a great disservice if they fail to mentor you, including corrective action, and you will do them a great disservice if you expect them to overlook your needs because you or they want to be friends.
    4. Do not play in office politics. You cannot remain outside office politics. While seemingly paradoxical, both statements are true. Politics exists in any office on many different levels. You need to observe and understand what is going on in the office and it helps to learn where skeletons are hidden – moreso because you don’t want to be putting the broom away and have the boss come along and think you’re putting the skeleton away. You will be “in” office politics even if you never gossip, make it a rule never to have lunch with coworkers, never socialize with coworkers after work, and always toe the administration line. Most of those things, by the way, will make your life very lonely, at least in the office. Chat, have lunch with someone if it suits you, but never gossip about or denigrate coworkers or your leaders.
    5. Email is a powerful tool and greatly facilitates communication, but it is lacking in an essential element. Remember that there is no body language conveyed in email. Things often get misconstrued. If at all possible, conduct conversations in person or on the phone and follow up by email for a record. Official communications should not be accompanied with emoticons…Email is fast and convenient, but professionalism requires you to treat official communications with dignity. Email is forever and generally is subject to the legal discovery process. Don’t put anything in email that you wouldn’t put on a postcard or that you wouldn’t want seen by someone you respect. If you need to write an email that criticizes someone or something, write it but don’t send it. Put it away and read it in an hour. Read it again in two. A blistering email sent is a negative impression of you that cannot be recalled, and it may be many people’s first impression of you.
    6. Don’t blow your own horn. Harry S. Truman said, “It is amazing what you can accomplish if you do not care who gets the credit.” You’re very lucky if you’re blessed with a boss who gives credit where it is due, even when he or she would look really good if they took credit. However, if you aren’t so lucky, never blow your own horn. Excellence speaks for itself, even if it occasionally takes a while. If you do excellent work and are professional about your response both when you get credit and when you don’t, your reputation will grow.
    7. Don’t lollygag, but be available where managers congregate. Remember that areas where people casually congregate at work are natural places to have conversations. Managers often have ideas crystallize on the spot and frequently issue assignments to the person they’re talking to if they believe them capable. This isn’t always the best way to make assignments, but it happens. If you believe you aren’t getting assignments because you don’t hang out in the conversation area, you need to become much more proactive about how you seek assignments.
    8. Seek out several mentors. Having one mentor is like having one friend. You miss out on the incredible gifts possessed by different people. Every person has something positive to offer, and having several mentors, both inside and outside your organization, is essential to becoming a well-developed person. Not all managers have faced the same trials, and good mentors will be able to recount how they recovered after failures. They will also tell you how you can improve yourself. Remember that personality plays a large part in mentoring, and not all people are compatible. You can learn your most valuable lessons from people who aren’t like you.
    9. Participate in social activities with your office. You don’t have to attend everything, but attending some functions is a good idea and it allows you and your managers to get to know each other in a less formal environment. Go to the holiday parties, occasionally go to happy hour, even if you’d rather go out with friends from your personal life rather than work. If you cannot drink responsibly, do not go to office social functions.

    (Photo credit: Young Businessman on White Background via Shutterstock)

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    Last Updated on March 29, 2021

    5 Types of Horrible Bosses and How to Beat Them All

    5 Types of Horrible Bosses and How to Beat Them All

    When I left university I took a job immediately, I had been lucky as I had spent a year earning almost nothing as an intern so I was offered a role. On my first day I found that I had not been allocated a desk, there was no one to greet me so I was left for some hours ignored. I happened to snipe about this to another employee at the coffee machine two things happened. The first was that the person I had complained to was my new manager’s wife, and the second was, in his own words, ‘that he would come down on me like a ton of bricks if I crossed him…’

    What a great start to a job! I had moved to a new city, and had been at work for less than a morning when I had my first run in with the first style of bad manager. I didn’t stay long enough to find out what Mr Agressive would do next. Bad managers are a major issue. Research from Approved Index shows that more than four in ten employees (42%) state that they have previously quit a job because of a bad manager.

    The Dream Type Of Manager

    My best manager was a total opposite. A man who had been the head of the UK tax system and was working his retirement running a company I was a very junior and green employee for. I made a stupid mistake, one which cost a lot of time and money and I felt I was going to be sacked without doubt.

    I was nervous, beating myself up about what I had done, what would happen. At the end of the day I was called to his office, he had made me wait and I had spent that day talking to other employees, trying to understand where I had gone wrong. It had been a simple mistyped line of code which sent a massive print job out totally wrong. I learn how I should have done it and I fretted.

    My boss asked me to step into his office, he asked me to sit down. “Do you know what you did?” I babbled, yes, I had been stupid, I had not double-checked or asked for advice when I was doing something I had not really understood. It was totally my fault. He paused. “Will you do that again?” Of course I told him I would not, I would always double check, ask for help and not try to be so clever when I was not!

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    “Okay…”

    That was it. I paused and asked, should I clear my desk. He smiled. “You have learnt a valuable lesson, I can be sure that you will never make a mistake like that again. Why would I want to get rid of an employee who knows that?”

    I stayed with that company for many years, the way I was treated was a real object lesson in good management. Sadly, far too many poor managers exist out there.

    The Complete Catalogue of Bad Managers

    The Bully

    My first boss fitted into the classic bully class. This is so often the ‘old school’ management by power style. I encountered this style again in the retail sector where one manager felt the only way to get the best from staff was to bawl and yell.

    However, like so many bullies you will often find that this can be someone who either knows no better or is under stress and they are themselves running scared of the situation they have found themselves in.

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    The Invisible Boss

    This can either present itself as management from afar (usually the golf course or ‘important meetings) or just a boss who is too busy being important to deal with their staff.

    It can feel refreshing as you will often have almost total freedom with your manager taking little or no interest in your activities, however you will soon find that you also lack the support that a good manager will provide. Without direction you may feel you are doing well just to find that you are not delivering against expectations you were not told about and suddenly it is all your fault.

    The Micro Manager

    The frustration of having a manager who feels the need to be involved in everything you do. The polar opposite to the Invisible Boss you will feel that there is no trust in your work as they will want to meddle in everything you do.

    Dealing with the micro-manager can be difficult. Often their management style comes from their own insecurity. You can try confronting them, tell them that you can do your job however in many cases this will not succeed and can in fact make things worse.

    The Over Promoted Boss

    The Over promoted boss categorises someone who has no idea. They have found themselves in a management position through service, family or some corporate mystery. They are people who are not only highly unqualified to be managers they will generally be unable to do even your job.

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    You can find yourself persistently frustrated by the situation you are in, however it can seem impossible to get out without handing over your resignation.

    The Credit Stealer

    The credit stealer is the boss who will never publically acknowledge the work you do. You will put in the extra hours working on a project and you know that, in the ‘big meeting’ it will be your credit stealing boss who will take all of the credit!

    Again it is demoralising, you see all of the credit for your labour being stolen and this can often lead to good employees looking for new careers.

    3 Essential Ways to Work (Cope) with Bad Managers

    Whatever type of bad boss you have there are certain things that you can do to ensure that you get the recognition and protection you require to not only remain sane but to also build your career.

    1. Keep evidence

    Whether it is incidents with the bully or examples of projects you have completed with the credit stealer you will always be well served to keep notes and supporting evidence for projects you are working on.

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    Buy your own notebook and ensure that you are always making notes, it becomes a habit and a very useful one as you have a constant reminder as well as somewhere to explore ideas.

    Importantly, if you do have to go to HR or stand-up for yourself you will have clear records! Also, don’t always trust that corporate servers or emails will always be available or not tampered with. Keep your own content.

    2. Hold regular meetings

    Ensure that you make time for regular meetings with your boss. This is especially useful for the over-promoted or the invisible boss to allow you to ‘manage upwards’. Take charge where you can to set your objectives and use these meetings to set clear objectives and document the status of your work.

    3. Stand your ground, but be ready to jump…

    Remember that you don’t have to put up with poor management. If you have issues you should face them with your boss, maybe they do not know that they are coming across in a bad way.

    However, be ready to recognise if the situation is not going to change. If that is the case, keep your head down and get working on polishing your CV! If it isn’t working, there will be something better out there for you!

    Good luck!

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