It's been three hours since you've arrived. You've identified the brand name of every company-sponsored ballpoint pen in your briefcase. You've found what may be a complete compilation of receipts from the last 30 days. You now know where the bathroom is, because you tapped a stranger on the shoulder and asked the last time you took a walk around the halls. Does this sound like a productive first day to you?

My goal in writing this article is to help you get past the learning curve. The first few days as a new hire, whether as a full-time associate or as a contract worker, are often a nerve wracking period of time. Although your resources can be somewhat limited, I am telling you that it is possible, and in many cases necessary, to be your own on-boarder (which is a fancier way of saying trainer).

This is the time when you have to balance between making a good impression, learning your new functions, while also appearing competent. If you have been brought in as a contractor, there is often an assumed level of knowledge, which may or may not be realistic. Also, if you have been hired through a temp agency, you can expect that the personnel available to assist you with the any transitional learning or difficulties will be rather sparse. So what can you do?

While a personalized representative may not have been presented to you, resources are available to help you get up and running. And rest assured, you will be expected to be up and running quickly -- if your new employer does not have a dedicated trainer, you should be prepared to be operating with some functionality under your belt in as little as a week. But how does one accomplish this?

1. Cover the Basics
The first day or two is a generally accepted grace period for learning your way around a new building and such, and this is the perfect time to take care of "housekeeping issues" such as parking permits, name tags, getting your work station set up (provided you've been given one). HR is the best department to go to as a Point of Contact for these measures.

2. Don't Bring Baggage
We've all seen the shows about the plucky new hire that arrives at his or her new job with a box full of pictures and cute belongings, gets picked on by the office bully, and manages somehow to overcome it all and become the office darling. This is not a realistic perspective. Do not assume your space will be ready and waiting for you -- many times, materials have to be requisitioned, and it's not out of the realm of possibility to have an awkward realization that all work space is shared. In fact, if you are working as a contract employee being "leased out" to another company, your safe bet is to assume that a personal work space will not be provided at all. Bring only what you will need, and have a purse or briefcase that can tote it around.

3. Better to Look Too Good Than Not Good Enough
Come to work over-dressed and wearing comfortable shoes. It bears repeating: first impressions count, and they remain embedded. Don't be the employee that people remember as not being up to par at getting up to bat. And I'm serious about the comfortable shoes. Pain comes across to other people as unhappiness and many times as an indication of poor decision-making skills. The devil's in the details.

4. Find Your Wing-Man
While HR will be good for housekeeping-type stuff, they may not be your best point of contact, especially if your new employer doesn't have a specialized training program. Ask to be pointed to the person who will be most qualified to start getting your job function training going. If you are a permanent hire, this person may or may not be the individual that referred you or made the offer to you.

Do not be afraid to ask who you should be speaking to! Asking questions about who can get you up to your functional job level does not indicate incompetence or stupidity. (Remember: it's sitting around for hours and wearing uncomfortable shoes on your first day that does that.)

5. "High Performing" Does Not Equal "Good With People"
Remember that training and orientation is not a function that everyone is able to carry off easily or comfortably. Many times, a peer employee will have the skills and knowledge that you need to learn, but does not have an effective way to convey it to you. Make sure you are getting in the "driver's seat," that is, performing the functions that will be expected of you to be up and running. This mode of learning resounds well with most people, and adds an essential interactive feature to your training; namely, if you are going through the processes and are doing something incorrectly, this will allow your peer to offer corrections and guidance.

6. Take Copious Notes
Expect that you will not remember every step of the process, every file you have to access, etc. Even if it seems simple. Even if it looks obvious. Simple and obvious in front of a trainer, HR Rep, peer, or anyone else who's already mastered the task is a lot different than simple and obvious when you're sitting alone, expected to complete the process with accuracy. Take notes as you go, and you'll be able to refresh your memory and increase functionality much more efficiently.

7. Don't Be a Wallflower
In line with first impressions, say hello to everyone that comes into your office or workspace in the first week. You never know who is going to walk in, and it would be a poor idea indeed to snub or tune out the CFO because you wanted to appear as an extremely hard-working individual. Even if they have nothing to do with your function, it lays the groundwork for networking and accessing more resources and opportunities within the company.

8. Put Yourself Out There
While you are learning your functions, remember this key phrase "How Can I Do This Better?" Ask this whenever you can. Here's why: by asking someone if you're doing anything wrong, you have inadvertently put them in the position of trying to avoid a confrontation. By asking how you can make it better, you are giving them the opportunity to share more info without feeling like they might be offending you.

9. Use Your Calendar
Make a note of the 30-day mark. If your supervisor has not been meeting with you regularly to give feedback, make an appointment. Not only will this serve to cement your relationship with the company and convey your dedication to your new position, but it will also give your supervisor that opportunity to make corrections (if necessary) and formulate a better relationship with you.

Although the initial time at a new job can be a intimidating time, it's also (hopefully) paired with excitement and exhilaration. Whether you have been contracted from one company to another as a temporary contract worker, switched to a new company for a more lucrative opportunity, or secured a new job after a period of unemployment, this position is a launch point in your career. Provided you utilize the tips I've detailed above during your start-up period, it is the point from which you will reach new professional levels of success. Good luck to you, and enjoy this new phase of your career!

About the Author
Amanda Barbeisch is a native of New York, and has lived in Florida for the past 5 years. Her professional experience includes work in the Education, Finance, and Engineering fields. She is currently with Coleman Technologies, Inc., a Presidio Company and Cisco Gold Partner. Amanda is a current member of The Society for Human Resource Management, and is completing a Masters of Human Resources Degree at Rollins College. Amanda can be reached at email abarbeisch@ctiusa.com.

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