Engaged and excited!
By the end of week 4 you should have a good understanding of how our business operates. With the support of your line manager you should also have created a motivational 90-day plan, which will provide you with a sense of ownership. By now you should start to feel confident to challenge the status quo and feel part of a team. You will have absolute confidence you’ve made the right decision in joining our business. You will be clear on priorities and next steps, and will have the tools you need to carry out your role.
Weeks 2-4 - what you need to know and do
- Reflection time
- Start thinking about your goals
- Create a plan of what you need to achieve during your first 90 days
- Explore our values and what these mean for your role
- Find out more about the Sage Foundation
- Seek feedback on your impact so far from your line manager
- Share your feedback on your perceptions of Sage so far with your line manager
Register on our learning management system (LMS) by clicking here:
- Once you have registered on the LMS complete the Sage Governance Framework eLearning module
Weeks 2-4 - things to think about and reflect on
- Are you clear on your goals for your first 90 days in your new role?
- How will you know you’ve been successful?
- Meet one-on-one with all your direct reports (if applicable)
- Review performance and potential data for your team (if applicable)
- Understand how Sage interacts with customers
- Review business metrics. How are we performing in the marketplace?
- What do you need to find out more about? How will you go about doing this?
- How can you check out your initial assumptions?
- How might the business culture be different to your last organisation?
- Are you confident you have made a positive first impression?
Watch out for:
- Coming up with solutions too soon
- Assuming that things are the same as where you’ve worked previously and that the same "rules" apply
- Setting unrealistic expectations for yourself and your team
- Basing your actions on the wrong assumptions
- Not asking enough questions and not listening enough
Additional reflections for line managers:
- Get to know your team members and arrange to spend time with each of them individually. Your line manager or HR / people business partner will be able to advise of your local processes / documentation
- What type of questions do team members ask? From your individual conversations with team members can you start to form an idea of the confidence, competence and capabilities of each member?