TWELVE WAYS TO MANAGE YOUR CAREER:
1. Establish a positive working relationship with those around you.  It's up to you to take   the initiative.

2. Know your organizations goals and purposes.  In this way you can help the organization achieve them and in so doing bring credit to yourself.

3. Build a network of constructive, successful people in your workplace and communicate with them frequently.

4. Build a relationship with your boss on a genuine mutual interests abilities and goals.

5.  Establish a reputation for reliability by completing assignments well and on time.

6. Record and communicate your contributions and achievements.  They are the building blocks of your career.

7. Recognize the contributions of others.

8. Never present a problem without being able to present a viable solution.

 9. Your greatest strengths are your passport to career success.  Practice them, build on   them and plan your career around them.

10.  Continue to build and maintain your career contact network.  Remember that the average person changes career six or more times.

11. Continue your personal and professional growth and try never to be without a goal.

12.  Remember there is always a next step.

TEN PROBLEM AREAS FOR NEW HIRES

Success at the first job may best be viewed from the perspective of why people are not successful in an employment area.  As a result this segment analyzes 10 reasons people my experience problems in a work setting.  Review the following 10 and try not to let them happen to you:

1) Does the new employee 'fit' with the family of existing employees.  The culture of the company is really another way of saying "What is management's view of a new hire?"  Before accepting a position
do your homework and talk to employees of the company.  They can be either past employees or present employees.  This group can tell you more than anyone else about the 'politics' of the group and the amount and type of hazing you will be likely to experience.  If you are let go because of lack of 'fit' it may be the best thing that can happen to you not the worst.  This is not to say that the first 6 months to a year are not somewhat trying for all new employee, but if you are at all sensitive to yourself and your environment you will pickup on a potential problem.  If  after a reasonable period of time you hate getting up in the morning, start falling into a depressed state, pray for 5:00p.m., or start increasing your after work activities to compensate for what you are not getting at work,  consider starting a new job search.
 

2) Most career centers in universities, employment agencies, head hunters and other employment types encourage students to be bold and take risks.  That is, sell yourself and your skills to the maximum.  Career center staff know that students will usually not sell hard enough.  The unfortunate part of this tradition is that the new hires may have actually  over-sold themselves.  They may not be able to perform the functions required by the position.  Recruiters, line managers, directors and other hiring agents can be charmed if not entirely taken in by a clever candidate that a career center has prepared by using interview training, job search techniques, resume savvy, etc.  Your research of the company (i.e., talking to past and present employees who do the type of work you want to do) will help stop this type of problem.
 

3)  If your leader likes employees who take orders without question, or likes employees who argue with every order, you must be aware of the situation and decide if you can adjust to the management style.  This is another reason for doing research by talking to past or present employees.  Try and maintain a good working relationship with your immediate supervisor.
 

4) Employee rigidity, or 'how we were taught to do it in school or on another job' is an excellent way for new employees to encounter work related problems.   Employees who argue about everything will usually be labeled as people who don't want to change, or are unable to change.  New employees will do well to take time to understand the culture of the company before they venture new ideas or balk at traditional practices or training issues.
 

5) Lack of necessary skills that can not be taught by an educational institution, but are rather mentored.  Many new University graduates are placed in management roles of some sort.  The problem is that even a management training program is very inadequate to teach people how to be leaders.  The unfortunate part is that many business skills come from experience not training.  Just because you managed some people at 'McDonald's Hamburger Restaurant' does not mean that you will slide right into a management role at the biggest bank in the city.  Be aware of the individuals in a company who do know what is going on and are willing to assist you.  Pay attention to their advise.
 

6) You are much more likely to get into a problem at a company because of a 'political' problem than a 'skill' problem.  Unfortunately, in either case you may never know which one caused the problem.  Existing employees may have agendas that include you as a new hire (e.g., trying to convince you of a problem they feel exists in the company, trying to recruit you as part of an in office click, trying to turn you against someone, etc).  Organizations are like families in almost every way.  They will have all the problems associated with dysfunctional groups.  Be aware of the tone of an organization and how you fit in.  This can be very difficult for a new hire.
 
 

7) If a new employee fails to conform to unspoken rules and codes of conduct problems can occur.  As an example, if most people in the office wear a certain type of apparel and you as the new hire do not, problems could arise.   This action could be seen as rebellion or non-conformance on your part by upper level staff.  The issues here again are that you are accumulating aggravation from others and may be seen as a problem.  Don't let this type of issue creep up on you.
 

8) New hires are expected to be 'Team Players.'  This is a big issue with many companies that encourage team performance and feel strongly that many minds are far superior to one mind and that the good of the organization is more important than the good of a particular person in the organization.  If you are perceived as being outside the group, or a 'maverick/loner' your worth, depending on the type of position you hold, could be questioned.  This type of problem can also cause you to be dropped from the 'office grape vine' in which case you are out of the information loop.
 

9) Changes in management, downsizing, right sizing, dislocation of various staff,  or other company issues outside the employees control can cause problems.  Changes in management may be one of the most traumatic experiences for any employee much less a new hire.  Many an employee has gone years under a management team and been seen as a good employee only to find him or herself in an antagonistic role with new management.  A new hire may be employed by a certain management team only to arrive under the direction of an entirely different group that may have entirely different expectations.
 

10) Poor judgement can cause new hires and existing employees problems.  If you are assigned a project or task, make sure you understand the requirements of the assignment.  A new employee is on probation for at least 60 to 90 days and can be easily let go during that period.  After the probation period management will usually have to document the problems and try to implement a plan that can help the employee succeed.  Be aware of what is expected of you so that you don't fall into the 'poor judgement' trap.
 

The Following is a list of Typical Adjustment Problems of New Hires:

1. Relating theory to actual practice of an organization, the transition
2. Adjusting to work routines, hours and schedules
3. Adjusting to the company structure, or business operations
4. Unrealistic expectations, expecting too much too soon
5.  Developing cooperative attitudes, people skills
6. Accepting responsibility, decision-making, completing assignments
7.  Understanding management philosophy, profit motive
8.  Recognizing personal inadequacies, finding yourself
9.  Adjusting to a new location, different lifestyle
10.  Learning to communicate effectively, including both writing and speaking
 
 
 

Final Thoughts

The first impressions you make are very powerful and difficult to change.  During the first few months on a job you are creating an image of yourself.  People will notice how you look, speak, act and think.  This is a time to put in the extra effort and create the image of a "doer."  Get to work early and stay late if necessary.  Be visible to the people who have a say in your career growth.  Tackle your assignments with enthusiasm and make certain to check even the smallest details.  Set realistic goals for yourself that show a pattern of success.  Follow through on all assignments and even ask for more.  Make certain that you have the skills and background to handle assignments.  Ask for more direction if necessary.  Get organized and have a daily 'to do' list.  Return all calls promptly.  Show up on time to meetings and other assignments.  Be aware that although you are putting in extra time building a career, you also need a balanced life.  A mentor (teacher) can help you focus and give you advise on how to stay on track.  People put considerable time, resources, money and effort into getting a college degree.  Even more effort should be put into job selection and work habits.  So, by examining what can and does go wrong in an employment setting and by being persistence, smart and hard working with a positive attitude, good communication skills and getting along with others your chances of being successful in that first job are greatly increased.

References:

Indiana State University Placement Office
Business Week Careers Issue
Kennedy's Career Strategies
Sharon K. Ferrett, Ph.D.
Right Associates, Right Management Consultants, Inc.