Written by Vaclav Koranda

How To Survive the Probationary Period

Many people assume that once they’ve signed the employment contract, the hardest part is over and they can relax. Unfortunately, that’s rarely true. You’re still in a probationary period, during which an employer can often dismiss you quickly and with minimal notice (depending on your country’s laws, of course).

Don’t test the boundaries unnecessarily or get too comfortable too soon in your new role. Behaviors that might otherwise warrant only a verbal warning can cost you your job if you’re still on probation. I’ve seen people take unauthorized leave or show up to work under the influence of alcohol or drugs just days after starting—predictably, their exit was swift. I always ask myself: why take that risk?

Integrate into the New Environment

Once you start a new role, integrating quickly into the company culture should be your top priority. You typically have about three weeks to make a strong first impression. Here’s how to hit the ground running:

  1. Learn the company’s lingo: Every organization develops its own acronyms, buzzwords and process names. Mastering these—and letting go of your old lexicon—signals that you are already fluent in your new environment.
  2. Start building your network: Mingle with like-minded people; they are prime candidates to become genuine friends and advocates. But don’t confine yourself to your own team. Build relationships across departments—especially with IT, HR, Finance, Admin and Security. These connections streamline your daily work and become your go-to support when challenges arise.
  3. Make yourself visible: Introduce yourself to peers, managers and direct reports. Take part in social and team-building events, volunteer for cross-functional projects and show you are willing to go the extra mile. Being proactive today pays dividends tomorrow.

Blend into Your New Team Successfully

You should understand the rules of team dynamics if you want to become a valid and respected member of your new team. I like to use Tuckman’s model to illustrate it (Tuckman, 1965). He identified four stages of team development: Forming, Storming, Norming, and Performing.

Forming

In the beginning, when a new team forms, individuals will be unsure of the team’s purpose, how they fit in, and whether they’ll work well with one another. They may be anxious, curious, or excited to get going. However they feel, they’ll be looking to the team leader for direction. This may take some time, as people get to know their new colleagues and one another’s ways of working.

Storming

In the storming stage, people start to push against the established boundaries. Conflict or friction can also arise between team members as their true characters – and their preferred ways of working – surface and clash with other people’s. At this stage team members may challenge the authority of the leader or management style, or even the team’s mission. Left unchecked, this can lead to face-to-face confrontations or simmering online tensions. If roles and responsibilities aren’t yet clear, individuals might begin to feel overwhelmed by their workload or frustrated at a lack of progress.

Norming

Gradually, the team moves into the norming stage. People start to resolve their differences, appreciate one another’s strengths, and respect the authority of the leader. Now that they know one another better, the team members will feel more comfortable asking for help and offering constructive feedback. They will share a stronger commitment to the team’s goals, and they should make good progress toward them.

Performing

Now the team is in flow and performing to its full potential. With hard work and structured processes, the team is likely to achieve its goals efficiently. Roles on the team may have become more fluid, with members taking on various roles and responsibilities as needed. Differences among members are appreciated and used to enhance the team’s performance.

However, such harmony won’t last forever; a newcomer like you once were will eventually disrupt it and start the cycle all over.

Build Rapport with Your Stakeholders

Stakeholders are anyone who feels the effects of your work. They can be inside your company—your manager, teammates or other departments—or outside, such as customers, partners or regulators. Start by listing everyone involved in your projects, then learn what matters most to each person: their goals, their challenges and their main concerns. When you clearly understand their needs, look for ways to help—even before they ask. This simple step makes you not just a colleague, but a trusted partner.

At the same time, pay attention to your team’s biggest challenge. Ask yourself, “What problem keeps us busiest?” Offer to take on a piece of that issue and aim for a quick win you can share with the group. Even a small success will build your reputation and give you the confidence to tackle bigger tasks next.

Finally, create a 30-60-90-day plan that lays out your goals, key performance indicators (KPIs) and important milestones. Schedule a short meeting with your manager to review the plan, agree on expectations and define what success looks like during—and after—your probation. Busy leaders appreciate this kind of clarity, and it will help you get useful feedback and stay on track for long-term success.

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Get Rid of Your Baggage

I once worked with a colleague who’d spent years at our rival, let’s call it company ‘X’. In every technical meeting, he’d listen for a bit, then stand up and announce, “At ‘X’, we used to do it this way,” before launching into a long lecture on how much better his old company was. Needless to say, he didn’t win many supporters.

If you’ve been at your previous employer for a long time, it’s easy to slip back into old habits—using their methods, their jargon and their mindset. In a new role, this can confuse your teammates and signal that you haven’t really settled in. Instead, focus on learning your new company’s processes, speaking its language and embracing its way of doing things.

Wait Before Announcing the News On Social Media

Starting a new job is always an exciting experience and you may be tempted to immediately share the news on social media platforms, like LinkedIn, Facebook or Twitter. However, you should rather make sure that you are settled well in your new position before announcing it publicly. Once you share the news, it is difficult to take them back. If something goes wrong within the first couple of weeks, you don’t want your whole network wondering and asking questions about why you left after such a short time. Ideally, publish the news only after you successfully pass the probationary period.

Read more: Master LinkedIn for Your Job Search Success

Be Resilient

Regardless of how great your new company and new job are, you will find some undesirable aspects after some time. No job is without them. It is important not to give up and persevere. Unless the job is so different that staying would potentially derail your career, or there is another strong reason to leave, you should try to stay for at least two years. A series of short periods of employment in your resume can negatively affect your further career prospects because you may be labelled as a job hopper. Also keep in mind that you will have to explain credibly to your new employer why you left so soon.

Read more: When to Move On: Signs It’s Time to Quit Your Job

Good luck!

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Do you need my personal assistance? Simply send me your resume and a link to your LinkedIn profile at vaclav@getyourdreamjob.co and I will come back to you!

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