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New in Role

When you take up a new role, there will be a lot of ambiguity, the scope and scale of your work will be huge and problems will arise, strive to continuously improve and be there for your team.

Always put people first. When you put people first it drives results. Check in with the team. Be authentic and let your team bring their full selves to work. Here is a plan for the first 30, 60, 90 days.

First 30 Days

During the first 30 days, listen in - you want to take in as much information as possible. You'll spend time observing, learning and understanding everything. Focus is on ramping up

These may include:

  • Strategic Objectives - OKRs
  • Mission & Vision
  • Company culture
  • Expectations from your role/leadership
  • Processes and Procedures
  • Team History and Dynamics
  • Product alignment - Business & Architecture
  • Domain knowledge, Document the learning, understanding, interpretation
  • Cross functional partners, Stakeholders
  • Listen and absorb - From Meetings and attending Product Demos
  • Meet with each of the Direct Reports, Skip Level meetings
  • Understand Budget
  • Understand Business Goals and Objectives, Priorities, Review OKRs
  • Understand the landscape, Partner Teams
  • Architecture of the existing application, road map, Tech Stack
  • Understanding Team Structure, Levels, Performance, Calibration, Parity
  • Anything that needs immediate attention, focus, (Tactical Value) such as Peak Support
  • Support, Stability, Incident Trends
  • Observability, Dashboards,
  • Regular Touch base with peer buddy, support system if any
  • Leverage Onboarding Documents

Day 31 - 60 Days

Make Team effective, Are there any observations or changes to be made? Add Value, leverage the data gathered in first 30 days

  • Regular cadence for Team Meetings
  • Review and update goals for the Month, Quarter
  • Document best practices and processes
  • Hiring and Budget Review
  • Changes to be made if any?

Day 61 - 90 Days

Productive, Operate, Solid understanding of Team's capabilities

  • Leadership meetings
  • Stakeholder meetings
  • Track progress towards set quarterly goals, ensure they line up to annual goals
  • Any action on HR practices - Hiring, Performance management, Coaching
  • Architecture, Design Review Processes
  • Contribute to broader strategy and execution