thought i’d answer it here. might help you too. 👇🏻
question asked by Riya (alias for privacy ofc)
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Had a question regarding the change discomfort.
What if while you're settling in, you're being scrutinized by the management for not being able to deliver? I understand the first 6 months are okay and are a feature of settling in but how do you deliver high quality performance and growth during that phase? Especially when you're learning?
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first, know that:
the scrutiny is real. it’ll sting. sometimes a lot. but you’ve got to sit with it. not run. not overreact. just accept that it’s part of the early game.
second, communicate everything.
share drafts. share blockers. share what you’re thinking through. half finished is fine. silence isn’t. most teams don’t need perfect; they need visibility. when you show your work, you show intent. and that matters more than you think.
third, ask for feedback.
every single week. listen closely and reduce it to two clear action items. not vague fluff. not a laundry list. just two things you’ll act on. then do them. tell them you will work on those 2 things. < this is very imp. like summarise the convo post and DM them saying these are the 2 things i will work on. and then actually deliver it. and then ask for feedback again. it’s a simple loop. and it builds trust fast.
over time, people back off.
they stop micromanaging. and more importantly, you stop spiraling. focus on two things. one week at a time. that’s how you will eventually own it. all the best!
got this question a few times over email.
thought i’d answer it here. might help you too. 👇🏻
question asked by Riya (alias for privacy ofc)
--------
Had a question regarding the change discomfort.
What if while you're settling in, you're being scrutinized by the management for not being able to deliver? I understand the first 6 months are okay and are a feature of settling in but how do you deliver high quality performance and growth during that phase? Especially when you're learning?
---------
first, know that:
the scrutiny is real. it’ll sting. sometimes a lot. but you’ve got to sit with it. not run. not overreact. just accept that it’s part of the early game.
second, communicate everything.
share drafts. share blockers. share what you’re thinking through. half finished is fine. silence isn’t. most teams don’t need perfect; they need visibility. when you show your work, you show intent. and that matters more than you think.
third, ask for feedback.
every single week. listen closely and reduce it to two clear action items. not vague fluff. not a laundry list. just two things you’ll act on. then do them. tell them you will work on those 2 things. < this is very imp. like summarise the convo post and DM them saying these are the 2 things i will work on. and then actually deliver it. and then ask for feedback again. it’s a simple loop. and it builds trust fast.
over time, people back off.
they stop micromanaging. and more importantly, you stop spiraling. focus on two things. one week at a time. that’s how you will eventually own it. all the best!
I truly appreciate the effort taken by the author in articulating this article!
thank you sagar :)
Very well articulated.
thank you :)