So You Got the Job! WTF Is Next?

New Book Assisting Millennials To Survive Probation

"For a long time, I thought the problem must be with me. So I moved from job to job – more often than I would have liked. I seemed to experience the same problems over and over again at each new job."

Deeply fascinated with everything to do with human nature, and with over 30 years' experience in the Human Resources sector, Greg Weiss is one of Australia's leading career coaches. His expertise has helped thousands of people accelerate and relaunch their careers. His experience with onboarding and offboarding approaches, retaining Millennials and bringing the best out of all employees is what inspired Greg to write his first book, 'So You Got the Job! WTF Is Next?'

With up to 20 per cent of employee turnover happening within the first 45 days, and that rate even higher for Millennials1, the book serves to help navigate employees during the pivotal first few months. Readers will understand exactly where they fit, how to maximise their strengths, how to develop productive working relationships with the right people and above all, how to be engaged at work for future career success.

Having worked in large marketing and business development companies, Greg never felt connected to his employers or supported to succeed. "In all of these roles, I was either given an extremely short and inadequate orientation or, more commonly, I was simply left to my own devices from day one," says Greg, Founder of CareerSupport365.

He found that a lot of companies skew the focus to the induction period and do not offer structured programs to support their employees through their first three months. Without support in that critical period, employees are not being set up for success – which is ultimately the goal for an employee and the company as a whole.

Greg penned 'So You Got the Job! WTF Is Next?' to help employees go further beyond a simple orientation and induction period and give readers the tools they need to succeed in a new role or career path.

Greg's repertoire includes proven and practical insights on employee engagement and retention so employers ensure a return on their greatest investment: their people.

So You Got the Job! WTF Is Next?
Author: Greg Weiss
RRP: $24.99

Interview with Greg Weiss

Question: What inspired you to write So You Got the Job! WTF Is Next?

Greg Weiss: Firstly, there's the Millennial mindset. There are currently vast numbers of millennials entering the workforce. And they are more at risk than other generations of leaving a new position in those first 45 days.

Then, there's the myth that the grass is always greener on the other side of the fence. This myth, when compounded with what we see every day on social media plays a significant role in people deciding they should move on to something that's a 'better fit'.

Social media presents a glamorised view of some careers, causing us to desire what others have. But, it's always important to remember that what we see isn't necessarily an accurate representation of their 'daily grind'.

And finally, there's the increasing awareness of the role mental health plays in the workplace. As more people every day feel as though they don't fit in, it's essential to show them that the problem isn't with them.

We all need to acknowledge that it's worth trying to make a success of each job, we just need a new, more structured and supportive approach.


Question: What will readers learn in So You Got the Job! WTF Is Next?

Greg Weiss: There is a significant disconnect in the employee-employer experience. Employers are overlooking the importance of creating a culture that focuses on meeting all of the needs of their employees, and, as a result, employee engagement and retention is suffering.

If employers were to implement a structured three-month onboarding program, they could drastically reduce these issues and employees would have a much higher chance of succeeding those first three months in their new role, and beyond.

In fact, research supports this too.
Employees whose companies have longer onboarding programs gain full proficiency in their positions, 34% faster than those in the shortest programs. And an impressive 69% of employees are more likely to stay with a company for three years thanks to an excellent onboarding experience So You Got The Job! WTF Is Next? guides readers step by step through the onboarding process they can use to ensure their new role is exactly what they want it to be - a success.

What it isn't, is a book they devour once, put down and expect results.

What it is, is a specially-designed process to work through. As they read each chapter, readers will find activities to help them implement what they have just read.

These are supported by examples and case studies all designed to help you make the most of each new module.

The book sets out an onboarding program aiming to:
1 Provide a context of onboarding beyond their own job description, and for the wider business.
2 Manage those first and critical three months.
3 Help the new employee understand the nuances of the business culture.
4 Enable them to network with internal and external stakeholders.
5 Guide new employees towards making quick wins to impress others and gain confidence.


Question: How can we begin acknowledging and maximising our strengths, today?
Greg Weiss: One of the 7 steps to successful onboarding we address is:
How to apply their unique strengths to their role and minimise their weaknesses for career success. Everyone has been hired into their new role primarily because of their technical skills or their perceived propensity to acquire those skills. In other words, their skills are their strengths.

In the book, we talk about applying the new employee's unique strengths and minimising their weaknesses. But, it's also prudent to start a new role by being aware of their preferences. We suggest they consider the tasks they really enjoy and gravitate towards, as well as those they'd prefer to avoid. It's important not to neglect those less desirable aspects of a role from the outset.

Remember, if everyone performs at 100% in two areas and 20% in two areas, that's only an average of 60%. people need to figure out how they will compensate for those less desirable responsibilities. That could be by planning to carve out a particular amount of time each week to ensure they are completed or finding someone with razor-sharp skills in this area to guide them forward.

Whichever way best suits them to compensate, make sure they have a plan.


Question: How can new employees ask for support at a new place?

Greg Weiss: There's no doubt they are entering a period that is fraught with uncertainty. As a new employee, it's intense being under the spotlight and scrutiny of people who are essentially strangers to them.

What can be even more daunting is that their manager has the authority to either make or influence final decisions on their employment status - whether that's just surviving the first three months, or making it long-term.

The good news is their manager and they both want the same thing - for them to succeed. But their manager also has KPIs which are, of course, their own priority.

Therefore, the best way to secure the support of a new employee's manager is to deliver to their manager's KPIs. When they add value and help their manager look good, it's natural for them to warm to them and their work ethic fast.

If this is what the new employee wants - a successful and long- term career transition, then they must take 100% responsibility for their career.

They can't expect anyone else to take care of their settling in for them. The new employee's best chance of success and achieving job satisfaction lies in taking the reins for themselves. lf to ensure they get to where they want to be.


Interview by Brooke Hunter

So You Got the Job! WTF Is Next? Author: Greg Weiss
RRP: $24.99