New Job Anxiety and Tools Everyone Can Use

The first few days of a new job are exciting. A new job and new co-workers can represent a clean slate and a fresh start. It is a chance to build or re-establish reputations and continue to build your professional network.

Even the most confident of people though may experience periods of anxiety and discomfort as they attempt to carve out a new role for themselves and establish their place in their new organization. Fortunately, many organizations recognize this and will have onboarding procedures to help build confidence and reduce the inevitable anxiety.

Every organization is different. What follows are some of the tools I have learned as well as some shared by others with me in my career. You might find some you already know and perhaps a few that you hadn’t considered. Having a guide from other people who have already navigated this process can make a huge difference.  Learning the rules and norms of new organizations, including some of the hidden rules too; may help you or someone you know adapt quicker and with less anxiety.

Hidden rules exist in virtually every organization.  They represent the gap between what is written in policies and guidelines and what their people actually do.

Be early. On your first day, make sure you have lots of time to arrive and get settled. Hopefully, you have already been told where to park, what entrance to use, and who is going to greet you. If your new employer hasn’t explained these points, having extra time will help you. Also, plan on traffic delays and other issues so you have the luxury of being relaxed. Each of these are small points that can have a large effect on reducing your anxiety. Additionally, being early is a character trait that most employers will notice and appreciate.

Try to relax. Everyone is nervous the first day, so remember that it is okay to feel that way. Usually, organizations realize all new hires have a lot to learn. Almost every organization has some form of an onboarding process that will train you on their basics. These will help you build your confidence and help you to start contributing by following a “building block” approach. If they do not have an onboarding process, then build one yourself. Additionally having a notebook and writing down details is an effective way to help yourself.

The first days are full of introductions and tours; meeting the people you will work with, health & safety training, and starting to learn the processes and culture of the organization. It will be a blur of activity. That’s okay, try to remember what you can, and at the end of each day review what you learned.

Make Notes. Building on the previous point, try to remember the names of the people you meet and notate what they do. Some organizations may provide a list of “who’s who.” As your systems and process training progresses, also keep your own notes and record your thoughts for future reference.

Ask questions – lots of questions. It’s okay to ask for clarity if necessary and try to learn that “why” as well as the “how” on the way things are done. Do not be afraid to say that you do not understand, most employers would prefer repeating themselves than having a new person make mistakes. A caution, be careful with critical opinions until you fully understand their processes.

Mistakes. Perhaps the most important thing for you to know in a new job is you are going to make mistakes … most good organizations will expect you to. The fear of making mistakes is also one of a new person’s greatest anxieties. It is okay everyone does and will. Do your best, ask questions, and admit and own your mistakes. Try not to make the same mistake twice. I always told new people on their first day, “If you make a mistake that we haven’t seen before, we will name it after you.” We never had to do that.

Give yourself time to learn. In your first days, nobody will expect you to change the world. Take time to learn, watch, and listen. Listen to everyone from the top person to the person who cleans the building. Everyone will help you learn the culture of the organization. By interacting with the existing people, most will want to help you and many of them will teach you the rules of the organization, both the written and hidden unwritten ones. An example of a hidden rule could be how a manager accepts criticism, while many managers say they welcome “constructive criticism from their people; however,” often there are limits to when and how they want to hear about what you think they’re doing wrong.

Don’t be intimidated by a seemingly vertical learning curve. You are not likely the first person your organization has trained. Trust their processes and as above, give it time to work. If you are anxious about how much you must learn, take the time to plan, work with your manager or supervisor and “work the problem.” 

Expectation Anxiety. Some new people are stressed because their expectations for themselves exceed the organization’s expectations. People who join an organization from another organization go from a position of leadership and knowing most, if not all aspects of that group to joining one where they must start over. Often their expectation is that they can “jump right in” and contribute which is almost impossible. Every organization is different and learning to appreciate those differences and the time it takes will dramatically lower the stress for everyone.

Posturing and pecking orders. You will find virtually all existing associates are very good to new people. However, there are always exceptions. It is worth remembering that new associates can represent a threat to the existing hierarchy in an organization for some people. Try not to let that intimidate you. You were hired because you were the best person the organization could find.  Ensure that you support your supervisor or manager, and don’t get caught in “mind games” that some people might use.

Don’t get hung up on titles, especially yours. If you have been hired for a mid-to senior-level position, consider introducing yourself by name. Try “Hi, I’m Paul, I’m pleased to meet you,” rather than, “Hi, I am the new General Manager.” Your new co-workers will know who you are, and a personal approach will help to forge new working relationships and reduce their anxiety or fears about you might change things.

My recommendation is to initially operate “under the radar.” Exercise humility to put everyone at ease and learn about them and what is important to them. This will help encourage people to speak more freely and it will help establish your reputation as some who is approachable and inclusive.

Get involved, volunteer is possible. Feeling isolated is a frequent problem for new people in an organization. As your training progresses and your ability improves, try to apply your new skills and knowledge as much as possible. If anyone needs a volunteer, make sure it is you. If your new organization has any after-hours events, ensure that you make every effort to attend and actively participate. These types of events are excellent ways to break down barriers and introduce yourself to their culture.

Many new people who feel isolated may feel like they made a mistake accepting their new job. They can easily feel like they don’t belong. If you experience these feelings, talk to your coworkers and/or your supervisor. Good organizations will help you overcome these feelings.

Be responsive. One of the best ways to integrate yourself into a new organization is to be accessible and helpful as soon as possible.Offer suggestions and solutions whenever you feel it is appropriate. When asked for assistance, make every effort to respond quickly.

Be seen to be a hard worker. Having a reputation as a person who works hard and cares about the job you do can help with acceptance by your coworkers. Additionally, being seen to be a person who doesn’t abuse their breaks, and a person who stays until the job is finished is a fantastic way to establish your reputation.

Avoid the “complainers club.”  Every workplace has one of these groups. People who seem only to be happy when they are unhappy. It may be difficult to identify these people in your first few days but avoid people who seem to spend more time complaining about their job than doing it.

Everything at first is a test. It should not surprise you that during your first few days you are being measured, watched, and evaluated. In fact, you should expect this throughout your career. Instead of letting this add to your stress and anxiety, try to look at this as an opportunity. It is an opportunity to show what you can do. It is a great way to build trust. And perhaps, most importantly it is a way to advance and be considered for greater rewards. Some people, especially people who have forgotten this seem to wonder why their career has stopped progressing. You should strive to develop your reputation as a person who works just as hard when the boss is in the room as you do when the boss is on vacation.

Being anxious, feeling isolated, not feeling like you belong, worrying about mistakes, and being a little intimidated are all perfectly natural reactions when starting a new job. Realize to feel any other way would be surprising. Remember you are not the first person, nor will you be the last person to feel that way.

Recognize the signs and then do something about it.

Have faith in your abilities, remember you were hired because your organization believed in you. Get involved, talk to people, ask questions, listen, and ask more questions. Follow your organization’s onboarding plan and if there isn’t one, develop your own. Be aware of what you need to learn but also don’t forget what you already know. Do your best and try not to worry too much that you are not learning fast enough. Work hard and trust in yourself. Your confidence and abilities will increase as the days and weeks pass.

Always remember you belong, and you can do this.

Good luck,

Paul.