When Starting a New Job, Lay the Groundwork for Your Success

If you want to excel in a new job, you can’t rely on the orientations and meetings that HR sets up for you. Take control of your onboarding by cultivating connections up, down, and across the organization. Figure out who the influencers are in relation to your role, and get to know them face-to-face. And don’t make the common mistake of assuming you know what your top goals should be and how best to communicate with your new manager. Ask your boss questions to better understand how you will be evaluated and to identify potential early wins: “How do you prefer to give and receive feedback and be kept informed?” and “What should I accomplish in the next six months?” Keep in mind that the goal isn’t to become a hero by tackling the biggest problem right away. Instead, go after something that can be achieved quickly and that delivers operational or financial results.

Adapted from "Starting a New Job? Take Control of Your Onboarding," by Susan Peppercorn

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Helping an Employee Who’s Struggling with Postpartum Depression

Going back to work is tough for any new parent, but the transition is especially difficult for those suffering from postpartum depression. (Remember, postpartum depression affects both women and men.) If you manage someone who has recently had a baby, pay close attention to how they’re doing — a parent’s struggle doesn’t always show on the outside. Some people may overcompensate by working too hard, while others may show a loss of enthusiasm. Familiarize yourself with the services your firm offers — which may include groups for working parents, health care coverage for counseling, or post-natal yoga or meditation classes — so that you can help your employee access support. Offer options such as flex time, telecommuting, gradual return, or peer mentoring. In fact, it’s a good idea to offer these things to all team members so that the new parent doesn’t feel singled out. Find ways to make supporting employees and their mental health part of your culture. Adapted from " What Managers...

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If Your Team Is Overwhelmed, What Can They Stop Doing?

Project overload is real. But as a leader, it can be hard to tell whether your team needs more resources or just could be working more efficiently. Start by asking people to identify their key activities and how much time they spend on them in a typical week. Use that data to assess workloads and priorities. Consider which tasks the team could stop doing and which might benefit from having their process rethought. Pay special attention to low-value projects that have to get done but that take up an inordinate amount of time. Are there ways to simplify the workflows to reduce the amount of time your team spends in these areas? And last but not least, look for tasks that simply can be done more quickly. If your team is still struggling after these steps, it might be time to hire more people. Adapted from “What to Do If Your Team Is Too Busy to Take On New Work,” by Dutta Satadip

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