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All of us have been the new person at work at some point in our career. Remember going through interview after interview while job hunting until you finally found a job you wanted? Maybe you got there the first day and found out that you did such a great job of selling your skills in the interview, that your new employer thinks you can figure out everything on your own. Whether you were that person, or have seen that person at your workplace, showing leadership to help the next new person in the door could be a great strategy for you to build your career. Do onto others… So maybe helping out the new person sounds painful to you and there may not be a significant enough benefit at first glance. The benefits may not be obvious at first, but think about how your boss will view you taking initiative to help someone else become productive faster. Every manager would love to have the learning curve of a new person shortened. The sooner someone can start pulling their weight, the better the team is overall. Another benefit is your ability to show someone else the skills that you are good at. It may even be an opportunity to build skills in a certain area like instructing and leading. No matter what you are doing to help the person, by sharing best practices or showing them how to do something you will improve your own skills. Doing it for the right reasons Of course, getting recognized by your boss is a great thing. It’s important to know that you may not necessarily get immediate credit for helping the new person out. Your boss may be too busy to notice or just consider that it’s part of your job to work as a team. One way to use this as an opportunity to help your career is to document what you do to help the person out. Showing them how to use the copier probably won’t win you any points at your performance review, but assisting them with a project or teaching them how to use the internal database could. Say only nice things If you decide to help out the new person, be careful not to use it as an opportunity to vent or share information about your co-workers’ work habits. Even if you know that Sally always comes in late, gossips a lot, and doesn’t meet deadlines, the new person needs to find that out on their own. It’s not your place to fill them in on the department dynamics. Use it as a stepping stone Helping out new hires could be an opportunity to create a leadership role. If your department doesn’t have a ‘Trainer’ or ‘New Hire Mentor’, you may be able to ask your manager if you can formally take that role. Over time, if you are doing a great job, you may even be able to ask for an increase in pay for taking on the additional responsibility. As management opportunities open up, you will also be positioning yourself for those roles by showing your ability to train and lead. The need for building services consultants has increased over the years as more people seek for their professional services. You can click here to know more about this.
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