Take control of your onboarding and success in your new job!

“A great start is already half the win.”

You’ve probably heard that before, and when it comes to starting a new job, it’s especially true.

Landing a new role is exciting. Whether it’s a promotion, a company switch, or joining a new team/department, this moment often comes with a mix of motivation, hope, and nerves. But once the congratulations fade and Day One arrives, what really matters is how you start.

In my years leading HR and Talent functions across various industries, I’ve designed and supported onboarding journeys for hundreds of new employees, including executives and leaders. 

 I’ve also observed that companies are becoming more stringent about passing candidates through probation — often to reduce the cost of mis-hires or avoid the lengthy and difficult process of managing performance-related dismissals.

After witnessing both great successes and unfortunate stumbles during onboarding, and now speaking as a career coach, here’s my take:

No matter how solid your company’s onboarding process may be, taking a proactive approach is essential, especially if things are a bit more laissez-faire. Taking ownership of your onboarding journey and putting in that extra effort will pay off in the long run.

🚀 Why Onboarding Is So Important

Your onboarding isn’t just about collecting your laptop, reading the employee handbook, or figuring out how to request annual leave.

It’s the critical bridge between being a new hire and becoming a high-impact team member.

Here’s what a strong onboarding helps you achieve:

• Clear direction: You know what’s expected of you in your role.

• Early wins: You can deliver small successes that build momentum and trust.

• Stronger relationships: You start building credibility and connections with colleagues.

• Cultural integration: You get a sense of how things really work — the formal rules and the unwritten ones.

• Fit check: You assess whether this job, team, and company are truly right for you.

That’s why it's so important to take control of your experience rather than passively relying on what’s given.

Let’s explore how you can do that — step by step.

🧑‍🤝‍🧑Step 1: Build Your Social Network Before Day One

Your social capital in a new job matters — a lot. Yes, performance is important. But visibility, trust, and informal support systems are equally critical to your success.

Relationships take time to build. The earlier you start, the easier it becomes to collaborate, influence, and ask for support down the line.

One powerful tip I picked up from the book Onboarding by George Bradt and Mary Vonnegut:

Start connecting with your key stakeholders before your first day.

Why? At this stage, you’re seen as politically neutral — you haven’t “joined the system” yet. That means people are usually more relaxed and open. These early conversations are informal, pressure-free, and help you walk into the company with context, familiarity, and a few friendly faces.

✅ How to do this:

Ask your hiring manager for a list of key stakeholders. Then, try to schedule short, informal chats — a coffee, Zoom call, or lunch — with people from all directions:

• Up – Your manager, skip-level leaders, senior stakeholders

• Across – Peers, cross-functional partners, internal clients

• Down – Team members, direct reports, or key support roles

Don’t stress if you can’t meet everyone before day one — you’ll continue building these relationships throughout your onboarding.

When you meet, use these conversations to:

• Understand their work and current priorities

• Learn how your role supports or intersects with theirs; look for ways to be helpful — even small acts of support go a long way

• Ask how things really work behind the scenes

• Get practical tips on how to succeed in the team and culture

More importantly, your early network can help uncover the unspoken rules — the norms, preferences, and "how we do things here" that aren’t written down anywhere.

So, don’t stay behind your screen during your first weeks. Instead, join team lunches, coffee breaks, Slack channels, or social events. 

📝 Step 2: Co-Create a Strong Onboarding Plan

Some companies have robust onboarding programs — structured timelines, welcome guides, buddy systems. Others hand you a laptop and say, “Let us know if you have questions.”

Wherever your new employer falls on that spectrum, it’s smart to build a personalized onboarding plan with your manager. 

Your manager might have an onboarding plan prepared for you—if so, build on it and share your additions to get their feedback.

If there isn’t one in place, take the initiative to draft your own and invite your manager to review and refine it with you.

🔑 Why this matters:

• You’ll clarify expectations and reduce guesswork

• You’ll stay focused and avoid overwhelm

• You’ll build a shared view of what success looks like

📌 Your onboarding plan might include:

• Key tools and system access — what you need to get started working

• Reading and prep materials — organization charts, team bios, company strategy decks, financials, industry reports

• A stakeholder map — organize your Up/Across/Down relationships

• A 30-60-90-180-day roadmap — aligned with your probation period

  • What should you learn?

  • What should you deliver?

  • What does success look like at each stage?

🌟 Pro tip:

If you’re planning a break before your start date (and you should, if you can!), carve out a few hours in the final week to review materials and build your plan. That way, you start strong without feeling behind.

🧭 Step 3: Manage Your Hiring Manager (Yes, You Can)

Let’s be real: your manager is the single biggest influence on your success in a new job.

You need their trust, support, and sponsorship — but that doesn’t happen automatically. You have to manage up thoughtfully and proactively.

🤝 Start with alignment:

• Ask: What does success look like in my first 30, 60, and 90 days?

• Get it in writing if possible. A shared document is your best friend, as mentioned above.

• Don’t assume — clarify. Misalignment causes most early performance issues.

🔁 Check in regularly:

Don’t wait for formal reviews. Create a weekly or biweekly rhythm for feedback and recalibration.

🧠 Learn their work style:

How does your manager prefer to communicate? What do they value — details, big-picture thinking, speed, collaboration?

You can ask them directly if about their type using personality tests such as MBTI, DISC, or even casual chats to understand their personality and preferences.

The more you understand about your manager, the more you can tailor your approach to how they work, and the smoother your relationship will be.

🔄 Step 4: Be Ready to Unlearn and Adapt

You were hired for your experience — your skills, insights, and track record. But to thrive in your new role, you also need to adapt quickly to a new culture, new norms, and a new way of working.

One common challenge I’ve seen: we often carry over habits, expectations, or ways of working from our previous company — sometimes without even realizing it. But what worked in one environment may not land well in another.

During onboarding, this can trip people up.

It’s important to:

• Observe how things are done before jumping in with “how it should be”

• Avoid constant comparisons with your previous employer (e.g. “At my last company, we used to…”)

• Stay curious and humble — ask questions, listen actively, and learn the unspoken rules

Your colleagues want to see that you’re not just bringing value, but that you’re willing to blend into the team and work in a way that fits the environment.

Yes, you’ll bring change in time — but first, focus on understanding the context you're now part of.

Adapt first, influence later. That’s how you build trust — and lasting impact.

🧘‍♀️ Step 5: Manage Your Energy and Mindset

Let’s not sugarcoat it: onboarding can be overwhelming.

You’re learning new names, systems, processes, acronyms, and expectations while trying to make a great first impression and adjust to a new environment.

This is a lot for anyone.

That’s why you should:

• Minimize unnecessary distractions- during your first 90 days Try to keep your calendar lighter outside of work. Say no to too many side commitments if you can.

• Prioritize rest, routines, and recovery- evenings and weekends are key recovery times. Use them wisely.

• Consider working with a coach- A coach can help you reflect, strategize, and navigate challenges during this high-stakes period.

✨ Final Thoughts

Starting a new job is both exciting and a little scary. Whether you're stepping into a leadership role or switching industries, the first few months matter — a lot.

The good news? You don’t need to wait for someone else to lead your onboarding. You have the tools, insight, and agency to take control of it yourself.

So, do the prep. Build relationships. Clarify expectations. Unlearn & adapt. Protect your energy.

 And remember: you're not just onboarding — you're laying the foundation for everything that comes next.

(📖Other resources: if you want to read more, check out the book “First 90 Days” by Michael D. Watkins. )

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👋 Let’s Connect

If you’d like help crafting a personalized onboarding plan, prepping for a strong first 90 days, or having a partner to support you during the transition, reach out! I’d love to help.

📩 Send me a message on LinkedIn or reach out via email (melody@poppartners.org)