New Employment Situation: Dealing with Initial Exclusion at a Fresh Workplace
Article Reboot: Navigating a New Job: What to Do When Your Boss Ain't Assigning You Sh*t
Welcome aboard to your new gig! But, what happens when the big boss ain't assigning you any tasks nor training? In a 1:1 with manpower correspondent Tay Hong Yi, he'll help you tackle these workplace challenges and get ahead in your career. Sign up to our Headstart newsletter for more tips! 📌
Question: Why ain't this job handing me any tasks or trainin'?
Answer: Don't fret, stranger. Prolonged inactivity in a new position can be disheartening, but there's often a valid rhyme or reason for it, according to Alvin Goh, CEO of the Singapore Human Resources Institute.
Possible Reasons for Inactivity:
- Internal Delays or Restructuring: Sometimes, your hiring manager isn't quite ready for you to start due to bureaucratic bloops and wonky organizational changes.
- Team Integration Hiccups: In complex organizations, teams might require extra time to digest the new joined force, especially in multinational companies.
- Probation Periods & Security Checks: New employees may be expected to pass probation evaluations, complete study modules, or clear security checks before they can start working on actual projects.
- Messy Project Landscapes: Your new boss might be in the thick of it, dealing with stalled projects, premature headcounts, or team restructuring. They ain't quite sure what to do next, so they're keeping things on ice. 🥶
When to Seek Action:
If you ain't been tasked with anything after a couple of weeks, it's time to raise the alarm. Here's how to handle it:
- Talk to a Higher-Up: Request a sit-down with either the HR team or a manager one level above your direct boss. Communicate your eagerness to learn and contribute without venting right off the bat.
- Keep a Record: Maintain a log of your attempts to proactively request work and seek clarity on your position. This'll come in handy if things don't improve and you need to build a case later on.
- Set a Timeline: Give yourself a clear timeline of around two to three months to observe if there's any improvement. If things don't change, you might wanna consider omitting the stint from your CV.
Proactive Tips for New Hires:
- Pre-empt Potential Issues: Before accepting a job offer, ask potential employers about what success looks like, the onboarding process, and the support provided to ensure new joiners start off on the right foot.
- Take the Initiative: Ask your manager to hash out clear priorities and performance targets. This'll help you understand what's expected and where you fit in the scheme of things.
- Compare Workloads: Monitor your workload in comparison to your peers in the team. If you find that they're doing more, bring it up with your boss and suggest that you chip in.
Constructive Dismissal and the Law:
Although it's unlikely, withholding work or training may amount to constructive dismissal, says Jason Chua, a former assistant registrar at the Employment Claims Tribunals. To prove constructive dismissal, you'll need to build a case by collating evidence of your employer's behavior or words that indicate a deliberate attempt to drive you out of the role.
In Sum:
If inactivity stretches beyond a week, speak up. Be proactive, communicate, and maintain a clear timeline. Good luck, and remember, a smooth-sailing onboarding process sets you up for success – don't let yourself drift ! 🌊
- When dealing with a lack of tasks or training in your new job, considerxml:namespace prefix = "o" / the possibility that your employer might be grappling with internal delays, team integration issues, probation periods, security checks, or messy project landscapes.
- To make the most of your new role, take the initiative by asking about success measures, the onboarding process, and support structures before accepting a job offer. Also, discuss clear priorities and performance targets with your manager to ensure you understand your role and can contribute effectively to health-and-wellness, education-and-self-development, and career-development within the workplace-wellness context.
