In my book, “Career Success: How To Succeed In Your New Job”, I share proven strategies to help you not just survive but thrive in your first three to six months of tension and critical evaluation.
Drawing on 30 years of HR experience and the acclaimed McKinsey 7-S framework, this book offers a structured onboarding roadmap to ensure you become one of the 69% of employees who stay with a company for three years or more, thanks to effective onboarding.
Here’s a summary of the key points and how the 7-S framework can guide you to success.
Why Onboarding Matters
The first three months in a new job are critical. Shockingly, 20% of employees fail their probation period, and up to 20% of turnover occurs within the first 45 days, especially among Millennials.
Without proper onboarding, you risk feeling overwhelmed, disconnected, or misaligned with your employer’s culture.
Unlike brief orientations or inductions, onboarding is a comprehensive three-month process that equips you with the skills, knowledge, and context to excel. It’s about meeting your social, emotional, and professional needs, boosting engagement, and reducing the risk of early failure.
The McKinsey 7-S Framework: Your Onboarding Blueprint
The McKinsey 7-S framework, originally designed to align organisational elements for business success, is adapted in the book to align you with your new role.
It consists of seven interconnected elements—Shared Values, Structure, Style, Skills, Strategy, Staff, and Systems—that, when mastered, ensure a seamless transition.
Below is the essence of each “S” and how it applies to your onboarding journey.
1. Shared Values: Aligning Your Core with the Company
At the heart of the framework, shared values are about ensuring your personal values overlap with your employer’s. Identify the behaviours that underpin these values, such as integrity or innovation, to build a strong foundation. For example, if your company prioritises collaboration, adopt behaviours that reflect teamwork. This alignment fosters job satisfaction and cultural fit, reducing the risk of feeling like an outsider.
2. Structure: Mastering Formal and Informal Networks
Every organisation has visible (formal) and hidden (informal) structures. Formal structures include reporting lines, while informal ones involve networks of influence, like Central Connectors or Information Brokers. Learn both to navigate communication flows and tap into key resources. For instance, identifying who holds sway in decision-making can help you build strategic alliances early on.
3. Style: Crafting Your Personal Brand
Your style is your personal brand—how others perceive your warmth and competence. First impressions matter, so focus on building trust and credibility through positive interactions. Dress appropriately, communicate clearly, and show enthusiasm to create a lasting, positive impact. Managing your brand ensures colleagues see you as a valuable team member.
4. Skills: Leveraging Your Strengths
Your unique skills are your superpowers. Identify your strengths (e.g., problem-solving or creativity) and apply them to your role while minimising weaknesses. For example, if you excel at strategic thinking but struggle with detail-oriented tasks, delegate or seek support in those areas. This approach boosts performance and enhances job satisfaction.
5. Strategy: Securing Quick Wins
Align with your employer’s strategy by setting up 1–2 winning projects that deliver quick, visible results. Use your Key Performance Indicators (KPIs) to guide these projects, ensuring they build trust and credibility. For instance, streamlining a process or delivering a key presentation can showcase your value and accelerate your integration.
6. Staff: Fitting into the Team
Understanding team dynamics is crucial. Learn how to fit into your team without disrupting its flow, using tools like a team charter to clarify roles and expectations. Build strong relationships with colleagues and your manager by being proactive and assertive. For example, agreeing on your role’s context with your manager ensures clarity and alignment.
7. Systems: Learning How Things Work
Mastering your employer’s systems—software, workflows, or communication tools—is non-negotiable. Adopt a growth mindset and use rapid skill acquisition techniques, like Josh Kaufman’s 20-hour rule, to become proficient quickly. For instance, dedicate 40 minutes daily to learning a new CRM system, progressing through the four stages of competence until you’re unconsciously skilled.
Taking Control of Your Career
The book emphasises that your success lies in your hands.
By proactively applying the 7-S framework, you can mitigate risks like poor performance or cultural misfit, which are common reasons for probation failure.
Prepare for your probationary review by anticipating questions, showcasing successes, and asking how you can contribute to the company’s goals. This proactive approach not only secures your position but also builds confidence and long-term stability.
Your Next Steps
“Career Success: How To Succeed In Your New Job” is more than a guide—it’s a call to take 100% responsibility for your career.
Complete the book’s activities, seek your manager’s support, and share your progress careersuccess@careeer365.com.au.
By embracing this structured onboarding process, you’ll join the 69% who thrive, setting the stage for a fulfilling career.
