Success: Your First 90 Days of the Job

Introduction

Your first 90 days in a new role are critical. Research shows that “new leader transitions are a period of intense learning, relationship building, and credibility establishment” and significantly influence your long-term success within the organization¹. Whether you are a new manager or an individual contributor, how you approach this window can determine whether you simply adapt or truly thrive.

1. Understand the Business and Culture

Before you can make a meaningful impact, you need to understand your organization’s strategy, structure, and culture. Take time to learn:

• The organization’s mission, values, and current priorities.

• How success is defined within your team and by leadership.

• Informal cultural norms, including decision-making processes and communication styles².

Tip: Schedule structured one-on-ones with key colleagues to learn how your role impacts their work while observing how they frame challenges and opportunities.

2. Build Key Relationships Early

Building relationships is often more critical than executing immediate tasks. According to Michael D. Watkins in The First 90 Days, leaders and employees should identify key stakeholders, listen actively, and establish trust quickly³.

• Clarify expectations with your manager.

• Identify influencers within and beyond your team.

• Practice “active listening” to uncover unspoken challenges and priorities.

3. Secure Early Wins

Early wins build credibility and demonstrate your capability. However, these wins should align with organizational goals and be achievable without overextending yourself. Research suggests that visible early contributions can lead to increased confidence from your peers and managers, fostering a positive feedback loop⁴.

Examples of early wins:

• Improving a process that frustrates the team.

• Closing out a lingering project.

• Bringing fresh insights during team discussions.

4. Balance Learning with Action

Your first 90 days should balance deep learning with decisive action. Don’t rush to change everything before understanding context, but also avoid analysis paralysis.

A useful framework:

• Days 1–30: Observe, learn, and build relationships.

• Days 31–60: Identify areas where your skills can contribute quickly while testing small changes.

• Days 61–90: Implement initial plans, deliver visible contributions, and seek feedback.

5. Seek Feedback and Adapt

Feedback is essential to avoid blind spots and to adjust your approach. Regularly check in with your manager and trusted peers to ensure your contributions align with expectations.

According to a study in Harvard Business Review, seeking and acting on feedback in the early months correlates strongly with long-term performance and retention⁵.

Conclusion

Your first 90 days are your opportunity to set the tone, establish credibility, and align yourself with what success looks like in your organization. By intentionally learning, building relationships, securing early wins, and seeking feedback, you lay a strong foundation not only for your immediate role but for your future growth.

Success is not about proving yourself overnight; it is about setting the groundwork that enables sustainable impact in your new organization.

References

1. Watkins, M. D. (2013). The First 90 Days: Proven Strategies for Getting Up to Speed Faster and Smarter. Harvard Business Review Press.

2. Bauer, T. N., & Erdogan, B. (2011). Organizational socialization: The effective onboarding of new employees. In S. Zedeck (Ed.), APA Handbook of Industrial and Organizational Psychology. American Psychological Association.

3. Gabarro, J. J. (2007). When a New Manager Takes Charge. Harvard Business Review.

4. Ibarra, H., & Hunter, M. (2007). How Leaders Create and Use Networks. Harvard Business Review, 85(1), 40–47.

5. Ashford, S. J., & DeRue, D. S. (2012). Developing as a leader: The power of mindful engagement. Organizational Dynamics, 41(2), 146-154.