Trial Period: How to Succeed in a New Job?
4 June 2009
Read by 1955 persons
The stakes are high during a trial period in a new position: beyond confirming your hiring, it's the evolution of your career in the company that takes shape in the first few weeks. Five tips to follow...
Whether you're a recent graduate, employee, technician or experienced manager, the trial period is a key stage when taking on a new position. It's a phase where you will be constantly observed or judged by your supervisors, colleagues and many others. Taking up your position is all the more serious as first impressions often last. Beyond the position for which you were hired, it's your career progression within the company that takes shape from the first few weeks.
How to optimize your chances of making the best impression from the first few days? "The trial period corresponds to a crucial integration phase, the success of which is as much the responsibility of the manager as the employee," specifies Marie-Laure Palenne, Human Resources manager for a call center in Strasbourg.
But all recruitment specialists will tell you, the most important thing to succeed in your trial period is to stay yourself. According to Marie-Laure Palenne, "Ideally, at the end of the trial period, there is a debriefing with the supervisor before validating all the work done and confirming or not the contract, or even renewing the trial period. The end of the trial period marks the official end of the recruitment phase."
1. Be operational from the start
Setting up in an unfamiliar environment is difficult for many new recruits. This stress is sometimes synonymous with anxiety. Especially since, in many companies, there is no time allowed for the newcomer to settle in. They are asked to be "operational" from the start. To maximize your chances, Monique Levy (director of the Monique Levy Conseil firm in Bordeaux) advises "a meeting with your supervisor to understand their expectations regarding your work and to define priorities from the outset." This meeting allows you to know and understand exactly what is expected of you and thus avoid going straight into a wall. The employee's ability to focus on the essentials will be assessed during their trial period. Having a clear vision of the function's priorities is essential to convince.
It's important to constantly remember this: management is there to guide the employee. It's an ally who has no interest in a failed trial period. In short, you should not hesitate to approach your supervisor even if you have the impression that they are never available. Good communication is essential to succeed in your trial period. "Putting distance between yourself and your management or asking colleagues questions instead of your supervisor are good ways to completely miss your start," says Monique Levy.
2. Understand the company culture
From day one, a challenge awaits you. You must make a personal investment at all levels: "This is an opportunity to demonstrate what you are capable of doing. But it is also advisable to use your trial period to learn about the company's culture," notes Philippe Bryant, from the recruitment firm Formarest in Poitiers. Knowing how to decipher the company culture is a good way to integrate. It's all about observation: "Above all, don't go against the company culture, otherwise you will be criticized for not adapting," emphasizes Brigitte Jedrzejewski, associate director of the coaching firm Do It Evolution in Paris.
It is by observing the behavior of other employees that you know where the limits are, particularly for the work pace (coffee or cigarette breaks, hours...). If colleagues take ten minutes to relax every two hours, you will quickly understand that you also have this freedom. However, if it's not in the company culture, it's best to avoid these breaks. No need to stand out with comings and goings! It is therefore better to adapt to the rhythm of others and avoid differentiating yourself. It also depends on the position you hold: it is rare to see directors or senior managers take long breaks to relax. "Identifying other customs is important: being there for after-work drinks, lunches... "Adherence to company values also goes through behavioral aspects (formal or informal language...) and clothing. Don't be the only one wearing a tie, or the opposite! Of course, absences and lateness are to be avoided," reminds Marie-Laure Palenne. And be sure to ask questions if you have any doubts about any internal rule or procedure.
3. One watchword: communicate!
The arrival of a new employee in a company is often eagerly awaited, but be aware that your hiring is not necessarily unanimous. If you are appointed to a strategic or newly created position, you may be faced with jealous or opposing people. More simply, your supervisor may entrust you with many tasks at the same time to see how far they can go in entrusting you with responsibilities. Or simply because they are delegating their extra work. "The employee must be able to demonstrate their ability to be autonomous in the tasks entrusted to them, as well as the enthusiasm and interest they have for their new duties," summarizes Marie-Laure Palenne.
Showing that you are happy to work in a company is very important to find your place. It is important not to hesitate to say so. "The silent person who never says anything, even when they are happy, should be avoided. You have to talk, ask questions, show that you are interested in your mission. Building dialogue is key to succeeding in your trial period," explains Jean-Paul Denis, director of the recruitment firm Denis Conseil in Colmar. In short, a new employee puts themselves at risk if they don't communicate from the start. But you also need to communicate with the right people. To do this, you need to identify them! Brigitte Jedrzejewski advises from day one to "set out to discover each collaborator. Contact with the team must be quick and efficient." Understanding the function of each colleague as soon as you arrive is not easy but very useful for the smooth running of the job.
4. Learn to manage your time
Time management is a key factor in the trial period. Monique Levy believes that "it is necessary to keep time to meet people, for meetings and especially to manage unforeseen events. The company is reactive: it expects an employee to keep a portion of their time for this purpose." If you only manage your priorities, management could interpret this as a lack of flexibility and adaptability. It's all a matter of organization. The company expects you to "be able to combine a medium-term vision with short-term decision-making," emphasizes Brigitte Jedrzejewski.
The problem, because there is a problem, is that it is very difficult to manage your time when you arrive in a new world to do new things! If you miss a deadline, it is best to warn your supervisor as soon as possible. Don't be afraid of their reaction. On the contrary, this will highlight your ability to anticipate. But above all, don't announce deadlines that you cannot meet. Moreover, if you ask other employees to be flexible with deadlines, be flexible yourself! Don't oppose changes in the program, be flexible like them!
Regarding working hours, you should be told about them on the first day, or even before. But if you feel that you are being exploited, don't panic. Once again: observe! Are you the only one being asked to work late or come in at dawn on Saturdays? Again, company practices need to be analyzed. If your overtime seems excessive, ask questions about the conditions: pay, recovery? Above all, don't stay in doubt. By questioning your superiors, you show that you are attentive to your rights. But be careful, the trial period is a running-in period where everything takes longer. "Giving of yourself by exceeding your hours is normal if necessary," insists Philippe Bryant. However, be careful not to make your overtime seem like a lack of organization. Staying at the office until 9 pm can make you seem like someone who doesn't manage their time well. Observe the working hours of your colleagues and how they organize themselves. This could give you ideas to better manage your work.
5. Break away from the teacher-student dynamic
Recent graduates starting their first job have a particular quality: "they are thirsty for information and they don't necessarily have the arrogance that you can find in a more experienced manager," notes Jean-Paul Denis. They learn, in particular, to "make mistakes." And companies are well aware that they are less operational than experienced employees, but this is no reason to let themselves go and hope to be forgiven for all their beginner's mistakes.
The mistake to avoid, when you are a recent graduate, is to close yourself off because of a lack of self-confidence. "Having difficulty feeling legitimate in your position is a way to fail your trial period," according to Monique Levy. Susceptibility is also more noticeable in young people, who are not necessarily used to negative comments. But, on the contrary, you should take these comments with interest, even seeking them out. "Young people must be aware that they are here in a form of learning and that it is a real chance to meet someone who tells things straight," notes Monique Levy. The shorter the trial period, the more you need to be able to react quickly because, while being a novice, you have to reassure your management. Building a privileged relationship with your supervisor can allow you to benefit from their encouragement and their criticism, which, it should be remembered, can only help you progress.
However, a mistake would be to assimilate your manager too much with a teacher. Make suggestions if you have any, your supervisor will consider you as a collaborator who knows how to take initiatives. Be curious, attentive and very open! "A recent graduate must make themselves known in the company and meet people. They must be open in all directions. One of the criteria for success is knowing how to communicate," emphasizes Brigitte Jedrzejewski. Be humble and avoid appearing too pretentious, even if you come from a prestigious school. Show that you can invest yourself without counting the cost. According to Philippe Bryant, "being able to compensate for inexperience with energy" is one of the criteria that makes the difference in recent graduates.
Hanane Faro
Published July 20, 2007
Posted online June 4, 2009
lentreprise.com
Whether you're a recent graduate, employee, technician or experienced manager, the trial period is a key stage when taking on a new position. It's a phase where you will be constantly observed or judged by your supervisors, colleagues and many others. Taking up your position is all the more serious as first impressions often last. Beyond the position for which you were hired, it's your career progression within the company that takes shape from the first few weeks.
How to optimize your chances of making the best impression from the first few days? "The trial period corresponds to a crucial integration phase, the success of which is as much the responsibility of the manager as the employee," specifies Marie-Laure Palenne, Human Resources manager for a call center in Strasbourg.
But all recruitment specialists will tell you, the most important thing to succeed in your trial period is to stay yourself. According to Marie-Laure Palenne, "Ideally, at the end of the trial period, there is a debriefing with the supervisor before validating all the work done and confirming or not the contract, or even renewing the trial period. The end of the trial period marks the official end of the recruitment phase."
1. Be operational from the start
Setting up in an unfamiliar environment is difficult for many new recruits. This stress is sometimes synonymous with anxiety. Especially since, in many companies, there is no time allowed for the newcomer to settle in. They are asked to be "operational" from the start. To maximize your chances, Monique Levy (director of the Monique Levy Conseil firm in Bordeaux) advises "a meeting with your supervisor to understand their expectations regarding your work and to define priorities from the outset." This meeting allows you to know and understand exactly what is expected of you and thus avoid going straight into a wall. The employee's ability to focus on the essentials will be assessed during their trial period. Having a clear vision of the function's priorities is essential to convince.
It's important to constantly remember this: management is there to guide the employee. It's an ally who has no interest in a failed trial period. In short, you should not hesitate to approach your supervisor even if you have the impression that they are never available. Good communication is essential to succeed in your trial period. "Putting distance between yourself and your management or asking colleagues questions instead of your supervisor are good ways to completely miss your start," says Monique Levy.
2. Understand the company culture
From day one, a challenge awaits you. You must make a personal investment at all levels: "This is an opportunity to demonstrate what you are capable of doing. But it is also advisable to use your trial period to learn about the company's culture," notes Philippe Bryant, from the recruitment firm Formarest in Poitiers. Knowing how to decipher the company culture is a good way to integrate. It's all about observation: "Above all, don't go against the company culture, otherwise you will be criticized for not adapting," emphasizes Brigitte Jedrzejewski, associate director of the coaching firm Do It Evolution in Paris.
It is by observing the behavior of other employees that you know where the limits are, particularly for the work pace (coffee or cigarette breaks, hours...). If colleagues take ten minutes to relax every two hours, you will quickly understand that you also have this freedom. However, if it's not in the company culture, it's best to avoid these breaks. No need to stand out with comings and goings! It is therefore better to adapt to the rhythm of others and avoid differentiating yourself. It also depends on the position you hold: it is rare to see directors or senior managers take long breaks to relax. "Identifying other customs is important: being there for after-work drinks, lunches... "Adherence to company values also goes through behavioral aspects (formal or informal language...) and clothing. Don't be the only one wearing a tie, or the opposite! Of course, absences and lateness are to be avoided," reminds Marie-Laure Palenne. And be sure to ask questions if you have any doubts about any internal rule or procedure.
3. One watchword: communicate!
The arrival of a new employee in a company is often eagerly awaited, but be aware that your hiring is not necessarily unanimous. If you are appointed to a strategic or newly created position, you may be faced with jealous or opposing people. More simply, your supervisor may entrust you with many tasks at the same time to see how far they can go in entrusting you with responsibilities. Or simply because they are delegating their extra work. "The employee must be able to demonstrate their ability to be autonomous in the tasks entrusted to them, as well as the enthusiasm and interest they have for their new duties," summarizes Marie-Laure Palenne.
Showing that you are happy to work in a company is very important to find your place. It is important not to hesitate to say so. "The silent person who never says anything, even when they are happy, should be avoided. You have to talk, ask questions, show that you are interested in your mission. Building dialogue is key to succeeding in your trial period," explains Jean-Paul Denis, director of the recruitment firm Denis Conseil in Colmar. In short, a new employee puts themselves at risk if they don't communicate from the start. But you also need to communicate with the right people. To do this, you need to identify them! Brigitte Jedrzejewski advises from day one to "set out to discover each collaborator. Contact with the team must be quick and efficient." Understanding the function of each colleague as soon as you arrive is not easy but very useful for the smooth running of the job.
4. Learn to manage your time
Time management is a key factor in the trial period. Monique Levy believes that "it is necessary to keep time to meet people, for meetings and especially to manage unforeseen events. The company is reactive: it expects an employee to keep a portion of their time for this purpose." If you only manage your priorities, management could interpret this as a lack of flexibility and adaptability. It's all a matter of organization. The company expects you to "be able to combine a medium-term vision with short-term decision-making," emphasizes Brigitte Jedrzejewski.
The problem, because there is a problem, is that it is very difficult to manage your time when you arrive in a new world to do new things! If you miss a deadline, it is best to warn your supervisor as soon as possible. Don't be afraid of their reaction. On the contrary, this will highlight your ability to anticipate. But above all, don't announce deadlines that you cannot meet. Moreover, if you ask other employees to be flexible with deadlines, be flexible yourself! Don't oppose changes in the program, be flexible like them!
Regarding working hours, you should be told about them on the first day, or even before. But if you feel that you are being exploited, don't panic. Once again: observe! Are you the only one being asked to work late or come in at dawn on Saturdays? Again, company practices need to be analyzed. If your overtime seems excessive, ask questions about the conditions: pay, recovery? Above all, don't stay in doubt. By questioning your superiors, you show that you are attentive to your rights. But be careful, the trial period is a running-in period where everything takes longer. "Giving of yourself by exceeding your hours is normal if necessary," insists Philippe Bryant. However, be careful not to make your overtime seem like a lack of organization. Staying at the office until 9 pm can make you seem like someone who doesn't manage their time well. Observe the working hours of your colleagues and how they organize themselves. This could give you ideas to better manage your work.
5. Break away from the teacher-student dynamic
Recent graduates starting their first job have a particular quality: "they are thirsty for information and they don't necessarily have the arrogance that you can find in a more experienced manager," notes Jean-Paul Denis. They learn, in particular, to "make mistakes." And companies are well aware that they are less operational than experienced employees, but this is no reason to let themselves go and hope to be forgiven for all their beginner's mistakes.
The mistake to avoid, when you are a recent graduate, is to close yourself off because of a lack of self-confidence. "Having difficulty feeling legitimate in your position is a way to fail your trial period," according to Monique Levy. Susceptibility is also more noticeable in young people, who are not necessarily used to negative comments. But, on the contrary, you should take these comments with interest, even seeking them out. "Young people must be aware that they are here in a form of learning and that it is a real chance to meet someone who tells things straight," notes Monique Levy. The shorter the trial period, the more you need to be able to react quickly because, while being a novice, you have to reassure your management. Building a privileged relationship with your supervisor can allow you to benefit from their encouragement and their criticism, which, it should be remembered, can only help you progress.
However, a mistake would be to assimilate your manager too much with a teacher. Make suggestions if you have any, your supervisor will consider you as a collaborator who knows how to take initiatives. Be curious, attentive and very open! "A recent graduate must make themselves known in the company and meet people. They must be open in all directions. One of the criteria for success is knowing how to communicate," emphasizes Brigitte Jedrzejewski. Be humble and avoid appearing too pretentious, even if you come from a prestigious school. Show that you can invest yourself without counting the cost. According to Philippe Bryant, "being able to compensate for inexperience with energy" is one of the criteria that makes the difference in recent graduates.
Hanane Faro
Published July 20, 2007
Posted online June 4, 2009
lentreprise.com
