Get through the first 90 days: practical tips

  • Develop your credibility early
  • Get to know the business.
  • Know how the company makes money
  • Know how the company operates (from various points of view)
  • Have direct experience with the product
  • Be in contact with key persons
  • Learn to know your direct reports
  • Review any employee surveys, if any
  • Set up your priorities strategically
  • Have a great team


Your First 90 Days as Head of HR


What does an HR director do?

A good HR director should be able to administer, mobilize, and develop the human resources involved in an organization for greater efficiency and effectiveness. It does not mean that people are resources but rather that people have resources (talent, skills, gifts) that need to be managed.

As a human resources director, it is up to you to manage the resources of the people so that they are best invested in achieving the objectives defined by the company.



As a new director, you will probably inherit an old team that does not suit you. It would be a shame to keep such a team that won’t make you succeed. Most of the time, some new leaders are intimidated by the seniority or opinion that team members may have of them. If a team seems unsuitable, avoid keeping it. As a new leader, adjust things. 


It is misadvised to content yourself with knowing just the organization and relegating the knowledge of the people to the background. Your isolation can be fatal. It can reduce your chances of establishing strong relationships with others, and of getting valuable information about the operation of the business. 


Your first 90 days in a new company is the integration period. It is therefore vital for you and the company that it goes well. 

During this period:

  • You need to learn as much as possible about the company and organization, its processes, the role that you have there,
  • You need to set up a strategic plan for the future of the company.
  • You need to discover what is expected of you: have frequent conversations with the CEO and other executives to determine what they expect of you.


  • recruiting and staffing;
  • organizational and space planning;
  • performance management and improvement systems;
  • organizational development;
  • employment and compliance to regulatory concerns;
  • employee orientation, development, and training;
  • policy development and documentation;
  • employee relations;
  • company-wide committee facilitation;
  • the company, employee and community communication;
  • compensation and benefits administration;
  • employee safety, welfare, wellness, and health;
  • charitable giving; and
  • employee services and counseling.


To prove your worth and to impress everyone else, you could become presumptuous and pretentious. You may think you can solve the crucial problems of the organization by yourself. This is not true and others can ressent it. 


The culture of a company is the norms and values that are developed, including behavior, language used by the staff, the daily business processes. Culture is, therefore, a set of practices already anchored in the habits of the organization. So, as a newcomer in the company, not thinking, acting, adapting to this culture can lead to a disconnect with the other staff. This disconnect can result in misguided decision-making that can frustrate more than one and create a disagreement. 


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Stay positive

While you may be thrilled to take this next step in your career, transitioning into a new position is likely to come with a few obstacles.

It's important to keep your chin up and endure the change with a positive attitude. Showcasing your enthusiasm will likely draw in your co-workers and make initial interactions a bit smoother.



8 Tips for a Smooth Transition into a New Job

Your CSR Strategy

As more companies commit to adopting CSR strategies that address environmental and social issues, it’s becoming more important than ever for these strategies to be goal-driven, ambitious yet achievable, and authentic.

Outlined below are six tips for companies to develop this kind of CSR strategy: Get buy-in from executives, determine material issues, align goals to company values and culture, establish a goal framework, create a system of implementation and accountability, and deliver transparent reporting.



Your CSR Strategy Needs to Be Goal Driven, Achievable, and Authentic

Arrive Early on the First Day

Reporting to work late on the first day or during the first few weeks can leave the wrong impression. 

To be punctual, you can find out about the reporting time and work towards getting to the workplace at least 15 minutes earlier. Take into account factors such as ongoing construction, traffic, and other hiccups that might delay you from getting to work on time.


5 Steps to a Successful Integration at Your New Workplace

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