From College to the Work World

What your Professors Didn't tell you!

By Chris Bardwell

Congratulations on landing your first corporate position! If you've been lucky to have an internship or summer job while in college, you already have some insight into the world of work. But, in case you've had little exposure and experience to what happens in Corporate America – welcome to your new reality – one that will be quite different than your former life as a college student on campus.

While your professors equipped you with the abilities and skills to get your college degree, navigating and learning the lessons of the corporate terrain will take some effort. At this point, I'm sure there are many questions running through your mind. Questions like: How do I make myself invaluable while avoiding common pitfalls faced by new hires? What can I do to increase my job security? How  important is networking and attending company events? How important are my first three months and my first evaluation? What makes a "standout" employee? How do I make a good first impression on the job? How do I handle mistakes? What are the rules of dress and behavior now that I won't be on campus but in the work world? How do I deal with this major change in my life?

To be successful as you gain career momentum in what will be just one steppingstone in your overall career journey of the next 30 to 40 years, you need to be aware of  what to expect and what's expected of you as you get started. This article is designed to help prepare you for today's realities in the work world and how to survive uncharted territory. Here's what your professors didn't (and probably couldn't) tell you.

You and Your New Organization: What's Important

Welcome to your organization! Corporations are keenly concerned about their success and their people – or as you will hear it referred to in the 21st century workplace jargon – its "human capital." Companies spend a significant amount of money and resources on talent with the goal of being able to attract, motivate and retain individuals who can contribute to the organization's success and the creation of stockholder value. You are an important part of this equation. You were hired because you have a unique set of knowledge, skills, abilities and potential. You are there to help your organization accomplish its objectives.

You are joining your company at a time when dramatic changes are taking place.  There's rapid technological change, globalization, market transformation, workforce diversity, changing U.S. demographics and a time when there are various generations present in the workplace.  All of these cause major challenges to employees, managers and supervisors. The rapid change in technology alters how work is disseminated, and performed.

Let's spend a few moments discussing generational issues. Although today's global workplace has a variety of generations working together, the workforce is predominantly made up of three generations: Baby Boomers (Boomers) born between 1946 and 1962, Generation X, (Gen-X) born between 1963 and 1981, and
Generation Y, born between 1982 and the present. Generational differences are one of the most challenging diversity and leadership issues in organizations in the 21st century.

Embracing generational differences in the workplace is beneficial because people with different perspectives always have the potential to bring alternate thoughts and ideas to problem solving, which provides future opportunities for the organization.

Generational conflict can impact teams, employee morale, and productivity. Additionally, constant change in the physical workplace created a need to revise management styles, devise different ways to communicate and to recognize and value employees.

Because of these corporate realities you will be more successful if you place your priorities on contributions, accomplishments, building relationships and creating value and recognizing how all of the areas mentioned above may impact you and how you do your job. You will want to start focusing on operating from your strengths while recognizing the importance of balancing life and work. You'll be introduced to people
from diverse backgrounds and may work on a team of people with skills both similar and different from you own. Your success (or failure) will depend on how well you navigate your workplace.

As you enter the work world you will be trading grades as a mark of success for corporate evaluations that will be in the form of performance reviews. Your manager will conduct these. You are trading the camaraderie of your "buds" at the student hangout and on your personal computer for coffee breaks and team meetings with your manager and new work colleagues.

Also, say goodbye to rolling out of the bed and the house in jeans and a "wife beater" and feeling that you're dressed for the day. Your new work "uniform" will be "dress for success" which will be either professional attire or business casual depending on the rules of your new work setting and corporate culture. By now, you're getting the picture. You're going into a whole new world. But, it's one that you can conquer if you have adequate information and preparation.

Getting Off to a Good Start

Most companies offer new hire orientation programs. The purpose of new hire orientation is to introduce you to the company. During your orientation you will meet members of the Human Resources staff and other new hires like  yourself. You will be given information on policies and procedures. You will be introduced to the benefits package and asked to make your elections for coverage. You will also be provided information about the company through the employee handbook. This will be the source of much of the information you  need about rules in your new organization. The handbook usually provides general information about your company's employment policies and other procedures that you will need to know. Study your handbook and become familiar with its contents.

After your orientation you will be taken to your work unit and probably have a series of "newbie" activities designed to move you into the team and your assigned responsibilities. These activities are developed by your supervisor and will be things he or she feels are important during your introductory period (depending on your organization this could range from 90 days to 6 months or a year).

Your manager's job is to lead you and the team. Managers are primarily concerned with strategic vision, analytical thinking and decisive judgment. That means your manager's work may be evaluated by how he or she creates an effective team and motivates and manages the work of his or her assigned work unit. It's important for you to become a valued team player and manage not only your work projects, but also your attitude and relationships with others – especially your manager. Work closely with your manager and work collaboratively with others toward your team goals. This means that you will be open to providing and receiving ideas and contributing to the success of your department.

Accomplishments and Results Are the New Grades

Once you learn what's expected of you, try to make sure that you demonstrate confidence in your work. Plan and organize your work tasks. Your interpersonal skills (how you get along with others) and establishing and maintaining credibility will be important as you move along in your position.

Performance reviews are a means companies use to formally document your work performance. It also can identify ways you can contribute to the organization's success and your own professional growth. The rating is prepared at the end of the appraisal period for performance over the entire period, including the assignment of a summary rating. There can also be interim ratings during which your manager provides
you with feedback on your accomplishments during the period prior to the appraisal period.

When you start your new position and learn how the evaluation process is administered (check your employee  and book and consult with your manager), start to think about how you plan to perform your responsibilities and what "grade"/rating you would like to receive. Ask yourself how competent you plan to be? Do you want to receive a "Poor" or "Just Ok" rating? What would you like your rating to reflect "Good" or "Outstanding?" The main thing to keep in mind is that there will be a rating scale like the one listed or one that could range from a low of "Unacceptable, to Minimally Successful, Successful, Highly Successful to Outstanding." Strive to learn as much as you can about your job and tasks and perform them to the best of your ability keeping in mind that you will be evaluated. Your future salary increases will be determined based on this rating. It's up to you to maximize the opportunity. We wish you much success in your endeavors.

Career & Executive Coach Chris Bardwell is head of The Career Connection, Ltd., a Chicago-based career development and consulting firm. You can send questions to Chris.Bardwell@yahoo.com or to 910 West Van Buren, Suite #166, Chicago, IL 60607.