5 Ways To Make an Impact in Your First 90 Days of a New Job

Congratulations! You’ve just accepted a job offer and you’re gearing up for the next chapter in your professional life. Hopefully, you’re feeling excited about this new role and the company you’ll be working for. But even if you’re thinking about your new job as ‘just something to pay the bills’, chances are you still want to make a great first impression, learn a lot, and become a valued member of the team for however long you stay with your new employer.

For HR, people ops, and internal communications professionals, how big of a splash you can make might depend on the size of the team or the level of your particular role. But the suggestions in this article apply to everyone moving into a new role – whether you’re on a team of five or fifty and whether you’re an assistant or a director – and they are even relevant for folks moving into a new role within the same organization.

How to make an impact in your first 90 days

Here are five effective tips for making an impact during your first 90 days in a new role.

1. Lead with curiosity

Every organization and team has a different culture, different processes and protocols, and different motivators. When you step into your new role, you’re bringing the perspective of all your past work experiences with you, for better or worse.

While that experience is super important (and a big part of the reason you were hired, probably), it’s best to start with curiosity rather than judgment. As you learn about how things work in your new environment, ask questions to tap into the why, how, and who behind the systems and behaviors you observe.

2. Collaborate with your manager on goal setting

There’s a good chance you’ve already talked with your new manager about what it takes to be successful in your new role and, if that’s the case, you’ve paved the way for on-the-job goal setting.

Talk with your new manager about what you plan to do and what you hope to learn in your new role, and ask for specific feedback about resources, reasonable timelines, and other support they can suggest to help you succeed.

3. Build relationships

It may take a while to find your new work bestie, but investing time and energy in forging new relationships – especially with key stakeholders – is a proven way to make an impact in a new role. Ask for a coffee or lunch meeting and pick their brain about the company’s strengths and opportunities. Ask them about their professional experience – who was their best boss, what role or challenge helped them define their goals, what technological developments are driving future growth, etc.

4. Do your work well

Is this a no-brainer? Maybe it’s a no-brainer. But it still belongs on this list.

Oftentimes, new folks get a little bit of a pass for operating below par because they’re ‘getting up to speed’ or learning new systems. But that scenario can turn toxic if the new employee feels they are on their own and others notice how long it’s taking them to adapt. If you keep focus on your individual responsibilities, ask for help when you need it, and communicate openly about your progress and challenges, you may be more likely to get the support you need.

5. Make meaningful suggestions

Small or large, suggestions based on your observations and past experience can help you demonstrate your expertise and critical thinking skills, as well as a shared commitment to improving work and business outcomes for everyone on your team.

New hires deserve supportive onboarding

While you may be focused on what you can accomplish in your first 90 days, it’s just as important to ensure you’re getting what you need as well. HR and people ops professionals already know that almost a third of working adults have quit a job within the first 90 days (according to Jobvite research). With overall turnover remaining high, organizations should be working hard to create an environment that helps employees feel supported and engaged.

In its 2023 Global Culture Report, O.C. Tanner revealed that less than half of employees (43%) said their onboarding program lasted longer than one day. Hopefully, your new role comes with more support than that. But if it doesn’t, you might need to take the initiative to create your own informal onboarding process and ask your manager to help you outline milestones, resources, and measurement strategies along the way.

Setting the stage for long-term success

In your first 90 days, leading with curiosity, collaborating on goals, building relationships, and delivering quality work can help you make an impact. But don’t forget, a successful transition depends on the support you receive as well. 

HR and people ops professionals play a critical role in ensuring that new hires feel welcomed, valued, and equipped to succeed, fostering long-term engagement and retention – and you deserve to have all the tools and resources you need to succeed in your new role as well.