Entering the Comfort Zone With Your New Boss

With every new job, comes a new boss. And with every new boss, come new expectations. The better employees learn to adapt to these new expectations, the smoother the job transition will go. From assembly-line worker to vice president, whether temporary or full-time, the same advice applies.

Regardless of what you think you know about your new boss, the first rule of thumb is: make no assumptions. The interviewing process provides only a hint of what to expect from a job or a supervisor; both parties are still putting their best feet forward. Likewise, workers going out on temporary assignments may know nothing more about their supervisors than their names. Therefore, it takes a conscious observer to find quick success in the new employee role.

Everyone has a comfort zone, and the object of the game is to reach that zone with your new employer as quickly as possible. Begin by sizing up your boss's values. What emphasis is placed on appearance, attendance, punctuality? Such characteristics may not be defined, but rest assured that certain expectations are assumed. Also, there is more to doing a job than just getting the work done. Look beyond what your boss wants to how he or she wants it done. And when in doubt, ask.

John O. Burdett, in his article "New Job, New Boss, New Game," (Journal of Managerial Psychology, 1991) documents four career stages that can be helpful in determining work values for both employees and bosses. The first is "Building a Knowledge Base." Most people in their 20's fall into this category. They need technical and philosophical support. Stage two, "Building a Power Base," is defined by people who value teamwork and networking. They like new opportunities and desire to receive exposure from their work.

The third stage is classified as "Building a Financial Base." These people focus on objectives and achievements. They are more independent, but still like a challenge. And finally, workers reach a "Maintenance/Letting Go" stage. What matters most to them is loyalty from those they work with. They also desire to be in mentoring and consultative roles.

If you can understand what motivates the people you work for, you can adjust your actions or reactions to reach that comfort zone more quickly. In addition to understanding your boss's values, there are some "what not to do's" as well.

Making continuous references to previous employers, co-workers and "office lingo" is one way to cause discomfort in the employee/supervisor relationship. Though it is natural to draw from your past experiences, too many references can be become annoying and even threatening to your new boss. Avoid making them a nuisance.

Also, trying to make too big an impression right away may only rock the boat. Be cautious about introducing new ideas until you know more about company culture and office protocol. Becoming a part of the team first will make other members more accepting of the new guy's ideas. Along the same lines, be careful of criticizing methods or people. An innocent constructive remark could be taken the wrong way.

Finally, if your boss doesn't actively provide feedback, ask for it. Verbally agree on the objectives that should be accomplished, and monitor your progress together. Getting feedback early on is especially important to making certain you're on the right track. Remember, hidden expectations do exist. So unless you're a mind reader, ask for feedback regularly.

Rapport-building is a skill that goes beyond the technical experience required for a new job. But, without it, your boss may never see past your personality to your work. Relationships play an important role in the work place; therefore, using good "people" skills with a new boss on that new job or temporary assignment is the fast track to entering the comfort zone.

Judy Taylor, CPC
Owner, Express Personnel Services

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