The IMPORTANCE Of Your First 90 Days In Your Roles (Human Resources Business Partner)
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- เผยแพร่เมื่อ 3 ก.ค. 2024
- #plan #productivity #performance
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🚀 This video is about how to create your 90 day plan for either a job interview as an assessment tool or before you start in your role that can be a basis of your conversation with your manager. My own example and templates for you included to download for free. it is quite important and useful as a tool to agree objectives with your manager that they will measure you against during your probation period. Check your contract to understand your probation period, often between 3 to 6 months, depending on your level.
🎥 Video chapters
00:00 Intro
01:55 First 30 Days In Your Role. Establish Presence.
05:24 Second Month (30-60 Days). Review Landscape.
08:14 Third Month (60-90 Days). Prepare for Now. Build for Future.
11:28 Benefits. Probation Period.
The book that often gets recommended to develop in this area is The First 90 Days by Michael D. Watkins. It was published in 2013. Link is here - www.amazon.co.uk/First-Days-U...
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I am a school volunteer, mentor, law graduate and HR professional. I live and work in England. I work full time in a senior HR Business Partner role, I am also a mom to Alexander, married to Tony.
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Very apt. Thank you very much for the clear and detailed video
Hello Sanja, thank you for providing your subscribers with another detailed video.
It could not have come at a better time for me as I just started a new job as a Senior HRBP. I love how organised and structured you are, something I need to learn and adopt.
Keep up the great videos, they are amazing and very informative. Thank you. Vanessa
Thank you Vanessa. It is much appreciated. I do enjoy making these videos. Fantastic, congratulations on the new role! Hopefully I will land a new role soon too. I will share my experience on the channel. Hopefully we can all learn from each other and share experiences. Let me know how you are getting on. I was planning to do short videos around business conundrums to get our critical thinking going too. Best wishes from England. Sanja
Thank you so much Sanja. I will be going for second interview on a HRBP role and this really helps.
Hi Terry. Great timing indeed! Good luck with your interview. Let me know how you get on.
I had my HRBP interview today and I wanted to let you know that I wouldn't have done as well without your videos. Your guidance and insight was soooo helpful. I downloaded your 90 day plan and edited it with my ideas and the hiring manager loved it. Thank you sooo much. Even if I don't get the job, I know that I did my best, with your help ❤️
Hi Stacy, what a lovely comment and mindset. That’s all we can do, prepare as best as we can. I am so glad to hear you have found it helpful. Please let me know if you get the job. Best wishes 🤞❤️
@Sanja Williams Hi Sanja! I am the only internal employee who has made it to the last round of interviews with the Chief Experience Officer who is a really tough interviewer. Any advice?
@@stacyharpold9790 Hi Stacy, congratulations on progressing further in your interview process 🎉 Do you have any external candidates going for the role?
Did they say what the interview will focus on, is it a competency based interview, presentation or just an informal chat?
I find with internal candidates it can be tricky indeed. Did you manage to speak to them to see what they will want from you on the day? if you haven't, I would send them an email or ask for a short call to understand what they would want you do/prepare for it. It is simply being proactive and ensuring you do well vs not contacting them in the first place.
As a last round with a tough interviewer, it is all about ensuring you convince them you can deliver in your role and also understand from day 1 what is expected from you by contracting properly, you have done your homework about the role to understand gaps, challenges, spend some time on data as that always works well to referee to, be ready to give your views on the challenges and some initial solutions. It is always about proposals, recommendations, solutions rather than just one way to do something.
If this is the HRBP role you went for, there will be expectation you can create a people or action plan relevant to your remit and deliver against it. Perhaps you have some ideas and suggestions you want to pilot, such establishing a people board for example.
Being delivery focused, producing evidence of your progress is key for me and it works well as most leaders want delivery focused people.
If they ask you to comment on something to give a view, you could express it and then if you have an example where you have done it, you can simply refer to it. For example, they could ask you to comment on the current challenges in X department you would partner and what you would do. You could say, for example, I understand they have skills shortage concerns, high demand and low supply, with a high resignation rate. This is similar to what I have already done/led on in X department. Would you like me to take you through the example. If yes, you can say. I led on creating a people plan that focused on upskilling the entire team, established training plan with a budget in place, reduced resignation rate by ensuring managers proactively managed high retention risk employees through talent reviews. You can also refer to the example you did in the current organisation, or external role you did to bring your whole CV to life, don't limit it to only the current role/organisation.
If you would like to discuss in detail - you can always book a call with me. www.focusyourself.co.uk/book-online
Good luck in any event, keep me posited
Best wishes
Sanja
@@SanjaWilliams Hi Sanja - Thank you for your thorough feedback. I should have prefaced my response with a little background. I am working at a credit union and have been for almost 2 years currently in the HR department as a Senior Talent Acquisition Specialist. I've worked very closely with the HRBPs and HR manager on all of my positions, salary negotiations and business partner relationships with senior leaders on all open positions in the company. The HRBPs report directly into the HR Manager which is who I passed the 1st round of interviews with. She is working with me to pass the 2nd with the Chief Experience Officer. If I get this position it will be my first time as a HRBP. There are two open positions, one they want to fill with an experienced HRBP and one internally (with me, fingers crossed). I believe it's an informal chat with the Chief since she already knows me and how I work (I'm currently working on filling the VP HR in our department and all communication goes through the Chief).
I will be bringing my 30/60/90 presentation that I based off of your model. The HR Manager thought it was so great and she only made 2 edits to the information I provided. So I will be bringing that into the Chiefs interview. As you stated I feel that the Chief will be asking about the business lines I will be supporting and how to lower retention rate. Since I will be supporting the Operations team (branches/locations of the bank and positions like Teller and Banker and Branch Managers) she will definitely want to know how I can retain employees since our turnover rate is about 24%. I have to try to come up with a new idea, I know that the key is to review manager trainings, recognition program, and regular employee checkins not just in the first 90 days.
Our credit union is small right now but we will be growing nationally over a period of times (I live on Long Island, NY). We currently only have 900 employees, 9billion assets, and growing. Thank you so much for your advice. I will re-read your notes and more videos. My interview is this Wednesday, so not much time to prepare.
Thank you again,
Stacy
@Sanja Williams Hi! I wanted you to know that I got the job!!!!
Wow, such a handy video! Thank you so much for sharing your journey and tips along with it!
Thank you. Good luck in your new role!
Thanks @sanja for very rich information and guidance. Hope I can have a mentor like you.. 🙏🏼❤️
Hi Cindy, hope you are well. Thank you for this kind comment. Are you currently applying for new role or landed a new role?
👏 super
Can I please get a link to download this
Thank you so much
Good luck
Hi Sanja,
I recently accepted an employment offer for the position of HR Manager. It is a multinational company and owned by the British. I'm a bit nervous because I really want to exceed expectations.
Please do you run a mentorship program? Could you please advise me? Thank you
@@missgold846 I have sent you an email.
Hi, quite informative video, thanks a ton, could you please share the link to your plan also,would be really helpful
Thank you. You can find here, scroll down to find it in the list - www.focusyourself.co.uk/shop
Wow, this was so good! 👏🏼 downloading some of the templates now. In your one on ones, do you support HRBPs if they need consulting or guidance on people issues they may be facing in their company?
Hi Cynthia, thank you for watching the video and downloading some templates. Yes I do, that's what my core offer actually and favourite part, to help people in their jobs. We can work together on anything you need help with. Link is here if you ever need to book a call - www.focusyourself.co.uk/book-online
Best wishes and hopefully speak soon
Sanja
@@SanjaWilliams Amazing! I'll definitely keep in mind. I start my new role next week so we shall see how it all goes. Thanks for all the great content.
@@cynthiam2997 Good luck!
This is so great Sanja! I'm going for a People and Culture Business Partner interview next week, so perfect timing. I believe this will help me stand out. Any tips on questions to prepare for? Thank you!
Hi Oliver. Thank you for your comment and watching my video. The role sounds great.
I have just secured a new role myself which I started on 6 June. I am working on a video with questions I was asked in a number of interviews that I will publish in a day or so [a few other people asked me and I thought it would be a great idea to create the video].
For now, be ready with your examples around your technical knowledge and abilities, behaviours.
Always answer with I did this or that [not we]. What was the situation, what was the action what was the result. If an interview is 60 mins long with around 5 questions, then realistically your answers should not be more than 5-7 mins. They can ask follow ups if need be. Always have questions ready for the panel, if more than one person interviewing you, ask them each a questions to feel involved.
Think about below questions:
1. Tell me about a time, within the last year, when you solved a complex problem that created competitive advantage for the organisation.
2. Tell me about a time when you thought of an innovative way of dealing with an issue at work that delivered exceptional value to the organisation.
3. Tell me about a time when you inspired an individual or team (could be internal or external stakeholders) to do something differently or change their point of view
4. Tell me about a time when you shared an unpopular opinion or discussed an important topic with others where there was significant disagreement
5. Tell me about a challenging issue you have worked on as part of a team within the last year where you experimented with a new approach as part of the solution
6. Tell me about a time when you were asked to do something you have never done before and took a risk on the solution
7. Tell me about your most impactful strength and most important development area you learned through the feedback from others
8. Tell me about how you have supported the development of others
9. Tell me about a time when you created an environment of trust in which individual differences were embraced which enabled you
to achieve a specific goal
If you would prefer to discuss your example in more detail please book a call below
www.focusyourself.co.uk/book-online
I have also launched an HRBP course you may wish to explore further here - www.focusyourself.co.uk/challenge-page/7051dbcb-4c91-4730-8a92-ab97b57c1b5a
Best wishes
Sanja
Great work
Hi
I would like to know how to measure team performance as a Manager in a new role
Hello, how many people do you manage? Does the company you work for have any performance management framework and system in place? If yes, then apply those principles first. I would say you need to have regular meetings to see how they are doing and help they need. Try downloading this, it is free to help you understand different levels of performance and to help you give feedback if there is nothing in place where you work - www.focusyourself.co.uk/product-page/free-performance-management-descriptors-explained
Hi I can't find the link for template please send it
Hi. It’s on my digital store - www.focusyourself.co.uk/product-page/free-90-day-plan-template-for-your-new-roles
@@SanjaWilliams thank you so much
🎯 Let me know if you have ever been asked to pull together a 90 day plan as part of your interview process or later on before you started in your new role to agree detail with your manager? Download a free template from my digital store (including my own plan I use and tweak every time I need to prepare one) - www.focusyourself.co.uk/shop (you can easily replicate this simple template in Notion if you use Notion).
Great presentation - I cant find your 90 day plan template to download :(
@@mariamccarthy892 www.focusyourself.co.uk/product-page/free-90-day-plan-template-for-your-new-roles