New Job? Befriend These 3 People To Get Promoted Faster
Starting a new job is a mix of excitement and anxiety. You’re eager to prove yourself, but you’re also navigating a new culture, new processes and new personalities. It’s a period where the stakes are incredibly high. In fact, recruitment data from Robert Walters show that a shocking 46% of new hires fail within their first 18 months.
The difference between those who fail and those who succeed often has little to do with their skills. It has everything to do with their ability to build the right relationships and how quickly they do so. Your goal in the first 90 days isn’t just to do your job. It’s to build a strategic network. Here are the first three people you need to connect with to ensure you thrive.
The Veteran Admin Or Executive Assistant
This person is the one who has been at the company for years. They might be an Executive Assistant to a senior leader, an office manager or a long-time team administrator. They are the unofficial chief of operations.
They are your top one priority because they hold the keys to all the “unwritten rules” of the workplace. While your manager can tell you what to do, the veteran admin can tell you how to get it done. They know how to book a meeting with a busy executive, who to ask for budget approvals and the real process for getting an expense report approved. They are your GPS in the organization.
When approaching them, be sure to be genuinely respectful and humble. Remember, you’re still a rookie and you’re seeking a seasoned professional for guidance. Make sure your tone matches that dynamic.
Try introducing yourself as the new [title] on the team. Mention that you’re trying to get up to speed on how things work there and that you’ve heard from others about how they’re the best person to approach because they know how everything truly gets done.
If you’re confident enough, you could propose to meet for a few minutes at a certain time just to ask them some basic process questions. Finally, thank them for their time and guidance. Sincere gratitude strengthens relationships.
The Cross-Functional Peer
This person is someone at your same professional level but in a department that your team works with constantly. If you’re in marketing, this is your peer in sales. If you’re in product, this is your peer in engineering.
Consider them as your secret weapon because they will be your future ally. By building a strong relationship with them early, you break down the organizational silos that slow companies down. You’ll gain a crucial understanding of the challenges their team faces, which will make you a more effective and empathetic collaborator. When a tough cross-functional project comes up, you’ll already have a partner in the trenches.
Build a relationship with them by establishing yourself as a collaborative equal. The goal is to build a bridge, not to ask for a favor. Introduce yourself as the new hire from their sister team and mention how you know that your teams will be working a lot on certain projects or goals. Express your enthusiasm to learn about their team’s priorities, listen and learn how they apply to your team’s goals. This way, you’ll know how to be a great partner to them.
Your Boss’s Boss
This person the one who manages your manager. They could be a manager themselves or any leader several levels ahead of them. As such, a meeting with them is also known as a “skip-level” meeting.
Your boss’s boss is your direct line to visibility. They hold the high-level strategy and vision for the entire department. Any meeting with them accomplishes two critical things: it gets you on their radar, and it helps you understand how your daily work connects to the bigger picture. When it’s time for promotions, you won’t just be a name on a spreadsheet to them.
Approach them strategically and with your manager’s blessing. This is crucial as you never want to make your manager feel like you’re going over their head.
When you first talk to your manager, approach them by stating how you’re really trying to understand the department’s big-picture goals. Ask them if they would be comfortable with you introducing yourself to their boss or manager to hear their vision.
And once you get your manager’s approval, you can go ahead and send an email to their boss. Introduce yourself as a new [title] on your manager’s team. Express how thrilled you are to contribute to your department’s goals and would appreciate some of their time to learn about their vision for the year.
Your success in a new role isn’t just about the tasks you complete. It’s also about the relationships you build. By being strategic in your first 90 days and connecting with these three key people, you’re building the foundation for a long and successful career at your new company all while you’re learning the ropes. You’ve got this.
