How to Scale in Your New Job.

A McKinsey report says that at an average 35% top executives who move to a new organisation are considered disappointments 2 years later.

A recent Gartner survey also shows that almost 50% of internally promoted employees underperform even after 1.5 years.

I have transitioned into many roles, just within Perfios. But it was much easier when Perfios was a smaller organisation with a 100 employees or so. Moving into a new role in a large organisation (which Perfios is now) is a different ball game altogether. More so if you have been around for a while.

I thought I would jot down a few DOs and DONTs for you to reflect if you are in a similar situation or share this info with others you know who might benefit from it.

1. Learn. Learn. Learn. Become the master of your domain. If you are new to the company, you should know the exact value proposition this company brings to the global map and how it helps in solving world hunger. The exact reason you joined. If you are moving into a new role in an existing company, you should be paranoid about information that will ensure you have the most knowledge about the product, service, market, what value you and your team brings. Knowledge is power. Your body language in your conversations change (for good) when you know your stuff. Conversation starter for various other suggestions that follow in this read.
2. Other senior leaders should know what you used to do and what you do now. Since those welcome emails from the HR are not really read well. And many organisations do not even send such emails if its internal transfers. This task is the easiest if you are transitioning within the company. But for the new lateral hires, you will have to take the extra effort to connect one on one with each leader/senior manager and establish your profile and what are you here to do. Every one will offer to help you blend in, but if you do enough research about these co-workers – what they do here, what they are good at, past experiences etc., this will ensure you are taken seriously and you will receive immense help when needed. Trust me you will need their input. You will need them all.
3. Your Manager /Senior Leadership should talk about you and your role in every forum possible. It’s not enough if you blow your own trumpet all the time. Which you need to do for sure, but others should also talk about you. And this is the toughest task on my list. What you bring to the table, to the company and how your team is critical for the company’s exponential growth should be out in the open for all to watch the growth closely. This has a two fold impact. You are always kept on the edge due to this challenge, for if you are an achiever, there is nowhere to go than up. Those who cannot live up to this, will soon leave and the senior management knows this, they would not waste their time and money on those who cannot live up.
4. Approach and Be Approachable. Your communication channel should be OPEN 24/7. You do not have an option of going into your own shell. Any kind of radio silence (internal or external) from your side is a red flag. There is a fine line between approaching co-workers and being annoying. Never cross the line. As the word spreads fast on the shop floor. People avoiding you is the last thing you want from your colleagues. Be crisp and clear. Address the problem statement first and then continue building your rapport. You will soon realise your likability factor has suddenly increased ten folds.
5. Be visible. Go to Office. Meet for Coffee. Especially in these times when you have to shoot in the dark (quite literally when you talk to yourself in those zoom calls where others do not switch on cameras). You got to meet people with whom you have to work and co-ordinate. Take the effort of meeting them in the office, call them out for lunch/dinner and you take the tab. If you are in a senior role, fly into different cities and let your coworkers and team members know that you really exist outside the laptop screen.
6. Help someone in need. By helping I am not asking you to be a hero, just be you. Since you are new in the organisation or new to this role, you may now know a thing or two which can be useful to a team. Since you have been networking, especially when it’s not your team. It could be a connection well made or a critically qualified info you have that helps that lead/team to move to the next phase faster. This could be the domain expertise you bring to the table since you come from such a background or you have been there done that.
7. Don’t be the boss, even when you are. Being humble and showing that you are there for the team is very very basic in one o one leadership. Your team and your colleagues should not feel the hesitation in working with you or approaching you. But they should also know that you may be the best team player but you still are their boss. There is a thin line there, you need to learn that with experience. I will leave the leadership style discussion for another blog/article.

I hope you find these tips useful. Do share your thoughts and personal experiences on what has helped, worked, not worked for many of us to succeed in our careers. Thank you for reading. And yes, All the best in your new role.