Moving Up From “Newbie” Status

Build Your Work Credibility

October 22, 2024

Olga is a marketing coordinator who joined a tech startup about 6 months ago. In her first three months, she felt like she didn’t have a good grasp of her job. She was constantly attending Meet & Greets, reviewing training videos, and trying to keep up with all the internal company communications. She relied heavily on her “new” status, seeking help frequently from her boss, her peers and other co-workers. She was having a hard time adjusting to the company’s fast-paced environment. She dove headfirst into her onboarding, her training sessions, and she slowly started to grasp the intricacies of her role.

By the fourth month, Olga was starting to take a stronger role in her projects, completing some parts on her own and receiving positive feedback from her manager. She understood the company’s workflow, contributed ideas confidently in meetings, and even mentored newer hires. It was at that point that she started to relinquish her “new” label. As she did so, Olga took on more responsibilities and even began to suggest innovative marketing strategies to boost the company’s online presence.

You May Want to Stop Saying You’re 'New'

You have likely been in a similar situation to Olga. Maybe you just started your new role or at your new company a few weeks ago. It’s been an exciting, challenging, upsetting, confusing experience. You might find yourself leaning on the ‘new’ label to fall back on in stressful situations, or to help you navigate your learning curve and manage the expectations of your boss, peers and even your direct reports. You have to be careful, though, because there will come a time when continuing to self-label with ‘new’ can stunt your growth and even your credibility. This can limit your effectiveness, hinder some potential early wins and even erode trust.

So, when is the right time to stop applying the ‘new person’ moniker to yourself and join the ranks of the experienced?

You’re Starting to Figure It Out

Any new job, company, function has a learning curve. Even if you think you are over-qualified or were doing the exact same role at your last company, there is still a lot to learn. In most cases, the onboarding process can be anywhere from 60 to 90 days. During this period, you have to figure out company policies, understand your role – what it is and what it isn’t, and start contributing to the team. On top of all that, you are meeting dozens of new people, figuring out who’s who in the power dynamic and trying to make your own allies. This period is a grace phase when asking questions and making mistakes are all part of the learning process.

There is ALWAYS a Learning Curve

Toward the end of the onboarding period, you will start to get a better sense of the company, the role, the function and the expectations of your role. You likely have been assigned one or two projects, and maybe even have the benefit of working with a more tenured colleague who can provide you more guidance. You’re becoming more comfortable adding in your own ideas and are feeling a bit more independent. We all have our own pace, and it’s up to you to determine with you are ready to accelerate.

Some Signs that It Might be Shed the 'New' Label

Training and Onboarding – DONE: You’ve attended all of your orientation meetings, completed the online training modules, and passed your compliance tests. You should be ready to take on some tasks on your own.
Day-to-Day Tasks – FAMILIAR: You are handling routine tasks without seeking constant guidance, it’s a sign you’re no longer “new.”
Company Culture – NATURAL: You are better-acquainted with the company’s culture, values, and unwritten rules.
Communication – CONFIDENT: You can communicate effectively with colleagues and stakeholders without feeling awkward, it’s time to drop the “new” label.

Why You May Want to Let Go of the 'New' Label

Trust and Responsibility: You are a reliable, fully contributing team member. Your colleagues and managers will trust you with more significant tasks and projects.
Professional Growth: More significant and interesting projects allows you to develop new skills, take on leadership roles, and continue to grow.
Improved Team Dynamics: Having you as a fully contributing member of the team can lead to a more cohesive and productive work environment.

How to Move Out of the 'New' Phase

Set Personal Milestones: This is your plan. Set your own markers over your first several months on the job. These can be meeting a deliverable deadline or completing your first project. During your onboarding, you can use completion of in-house training as a marker.
Build Relationships: Observe the people dynamics and network to better understand the company or department.
Seek Feedback Regularly: Actively ask for constructive feedback and listen to your peers for ideas on how you can continue up the learning curve.

Like Olga, it will be on you to figure out when is the right time to move past the ‘new’ mindset and embrace your role fully. You will start to hear feedback from your peers and managers that you are meeting or exceeding expectations, and you will feel more confident to fully contribute to the role. You’ll feel ready to take on new challenges and even set yourself up for success in your next ‘new’ role.