SlideShare a Scribd company logo
1 of 11
Download to read offline
YOUR 30-, 60-,
AND 90-DAY
GAME PLAN
FOR CAREER
SUCCESS
IN TODAY’S LEANER
WORKFORCE
BY DOUG ARMS
/02GAME PLAN FOR SUCCESS
Companies are accustomed to doing more with less,
and every team member is critical to an organization’s
performance.
Think about it: A department that had 10 people before the recession may now be
made up of seven—yet the workload, the variety of tasks, and the complexity of the
business have all stayed the same, or even increased. People have broadened their
job descriptions and this has made the search for replacement employees that much
more challenging.
What does this mean? The time it takes to on-board a new employee can seriously
eat into productivity. While cliché, the interview solicitation of “we need someone
who can hit the ground running” is often a cry for help by many employers.
Gone are the days when you could take your time settling in—the stakes are now
higher, and the expectations are greater for you to quickly get up to speed. While 90
days may still be the magic time allotment for building a successful foundation at your
new job, the best way to stick the three-month landing is to use one- and two-month
benchmarks to your advantage.
YOU’LL BE ON YOUR
WAY TO BECOMING A
VALUABLE MEMBER OF
YOUR NEW TEAM.
Meet with your manager
from day one to understand
what is expected of you.
Work together to develop a
“velocity to success” game
plan, and 30-, 60-, and 90-day
checkpoints.
/03GAME PLAN FOR SUCCESS
“Who’s the new guy?”
Whether or not you enjoy the spotlight, it’s shining on you these first few
weeks. But no matter how nice everyone is, here’s what’s really going on:
your team needs you to get up to speed as quickly as possible—with
little disruption to their own work days. Remember, your new team is
investing in you; today’s workforces are collaborative and co-dependent.
Everyone must succeed for anyone to succeed.
DAYS
/04GAME PLAN FOR SUCCESS
1.	Bring your homework – Walk into your new job with as much
knowledge as you can find. Use LinkedIn®
, Glassdoor®
, and other
resources to help you paint a clear picture of the culture, your
boss, and your team. Read your company’s website content and
related industry articles—especially if the industry is new to you.
Understand the competitive landscape. During your on-boarding
period, continue to dig deeper and stay up-to-date.
2.	Join the team – Be early; create a first impression that will serve
you well on the inevitable days ahead when you get stuck in
traffic. Establish yourself as being a punctual and willing member
of the team by arriving at meetings on time. Your manager should
introduce you to fellow team members and provide you with an org
chart. In meetings, jot down everyone’s position at the table and
their name/department—then refer to people by name (because
for many, nothing is sweeter than the sound of their own name).
3.	Invest your own time in research – Showing up a few minutes
early each day will give you a chance to learn more about your
new company, understand what your new company’s overall
plans are, and how you and your department fit into them. Your
knowledge gap will fill in fast when you invest this time. Don’t
forget to also spend time learning about some of the internal
processes and systems that will impact your daily work life,
including special databases, networks, and portals that you may
need to access in order to complete assignments.
This 30-day game plan will get you off on the right foot:
/05GAME PLAN FOR SUCCESS
4.	Leave your last job at your last job – Avoid “at my last job”
references. Whether praises or complaints, these comments are
best left unspoken at work, and can make you seem less than
engaged in your present position. There will be a time and place
to discuss ideas and experiences from your past, but for now,
focus on the company you have joined. You have a clean, blank
slate—be flexible and open to the changes ahead.
5.	Learn the communication patterns – Ask your manager for
his/her preferred communication style. Whether it’s a “respond
with urgency” or a “don’t flood my inbox” culture, figure it out
quickly—but always be courteous and respectful, providing
a timeframe for completing requests. As for project-based
communications, schedule weekly or bi-weekly meetings to stay on
top of priorities, and communicate the status of individual projects.
/06GAME PLAN FOR SUCCESS
“Figured that out yet?”
The new person on any team is hired to be part of the solution. But
remember, you have been chosen over other candidates so have
confidence, and start contributing. Minimize the disruption of asking
team members to repeat directions, and interrupting their workflow
unnecessarily. By your second month, you should be leaning less on
your co-workers and manager, and showing an understanding of your
company’s infrastructure.
DAYS
/07GAME PLAN FOR SUCCESS
1.	Be resourceful – Know the basic path for troubleshooting
computer/database issues and display independence when
it comes to internal problem solving. Always know the go-to
people (every company has them)—such as the IT support
staff; the star-tenured administrative professional who knows
EVERYONE; whoever orders supplies; people on the HR,
Payroll, Benefits teams…many people can be helpful. Show
your resourcefulness in knowing who they are, and thank them
for their willingness to help you transition into the company.
2.	Know who’s who and what’s what – While the ink has barely
dried on your “new guy” card, it’s nearly expired by now. Know
who the key players are in your organization, both by face and
by name. Start to understand the organization’s overall structure
and the core responsibilities and objectives of each internal
department. Print key organizational charts for reference.
3.	Build your credibility – After two months on the job, there
should be no doubt in anyone’s mind—especially your
manager’s mind—that you were the right hire for the job.
Look for opportunities that promote your credibility. Offer to
lead or manage a key initiative that allows you to contribute
your knowledge and experience in ways that will enhance the
project while also showing that you are a team player.
This 60-day game plan will show your team that you respect their time:
/08GAME PLAN FOR SUCCESS
4.	Solidify your core responsibilities – Understand the strategic
objectives of your new team and how your performance will
be measured against those objectives. You may see potential
opportunities other than the ones you were hired for, but resist
the temptation to set your cap on a promotion. Don’t give your
co-workers any inkling that you are not in the moment, or in the
project at hand.
5.	Don’t rush to judgment – It’s easy to spot areas that need
improvement, but hold off until you know the history. While
you might be hoping for a pat on the back for your fresh
insight, you could, instead, step on the wrong toes. Consider
using non-accusatory phrasing such as: “I was wondering about
a particular process. Can you tell me your impression of it and
the history?”
/09GAME PLAN FOR SUCCESS
“You got this.”
Does it seem as though you’ve been going at full speed, without
ever taking your foot off the gas pedal? That’s simply the way of
today’s leaner workforce—it’s constantly accelerating.
DAYS
/10GAME PLAN FOR SUCCESS
1.	Accelerate your learning – Don’t fall behind the curve. By
90 days, you should be more solution than problem; more
advantage than burden. Identify weak areas and ask your team
and manager to weigh in on areas for improvement. Engage
others around you and develop in-network allies that will work
with you to further your team’s goals.
2.	Schedule a voluntary review – Take the pulse of your
performance, according to your manager and team’s
perspective. While you may be seeking praise, look for honest
feedback of ways to improve your performance in order to help
the team, and the organization.
3.	Team build – Identify areas of involvement. Any opportunity
to be one of the team will never be wasted. If your company
is staying after work to assemble boxes for deployed soldiers,
then be the first to arrive and the last to leave. Bring pizza.
For the win—your 90-day game plan:
EXIT
ABOUT THE AUTHOR
DOUGLAS ARMS is vice president of the Americas Finance Product Group at
Kelly Services—responsible for the strategic planning, brand management,
thought leadership, and growth of workforce solutions provided in the finance and
accounting specialty across North America. Along with his extensive experience as
a talent management executive, Mr. Arms has been featured in Forbes®
, The Wall Street Journal®
,
and on CBS MoneyWatch, CNN®
, and NBC®
as well as a number of other news outlets. He provides
insight into labor market trends as a weekly employment expert on the FOX 13 news show in
Tampa, Florida. His training includes the IMD, Lausanne, Switzerland; ALP Leadership Development
Program; and Dale Carnegie®
: Leadership Training for Managers; Effective Public Speaking. Mr. Arms
is a graduate of the Montclair State University located in Upper Montclair, New Jersey.
ABOUT KELLY SERVICES®
Kelly Services, Inc. (NASDAQ: KELYA, KELYB) is a leader in providing workforce solutions.
Kelly®
offers a comprehensive array of outsourcing and consulting services as well as world-class
staffing on a temporary, temporary-to-hire, and direct-hire basis. Serving clients around the
globe, Kelly provided employment to approximately 555,000 employees in 2014. Revenue in
2014 was $5.6 billion. Visit kellyservices.us today.
Want more information? Visit kellyservices.us today.
All trademarks are property of their respective owners An Equal Opportunity Employer © 2015 Kelly Services, Inc. Z1341
kellyservices.us
Build on the momentum.
You’ve hustled these past three months.
You’ve demonstrated awareness
and respect of established working
relationships and successfully taken
ownership of the critical role you play in
a lean work environment. Now, take your
90-day foundation and go forward—
managing your career with confidence.

More Related Content

What's hot

30-60-90 Day Action Plan for New Managers Onboarding
30-60-90 Day Action Plan for New Managers Onboarding30-60-90 Day Action Plan for New Managers Onboarding
30-60-90 Day Action Plan for New Managers OnboardingRavinder Tulsiani
 
My First 90 Days - Strategies for Success
My First 90 Days - Strategies for SuccessMy First 90 Days - Strategies for Success
My First 90 Days - Strategies for SuccessSuresh Kodoor
 
30 60 90 Day Sales Plan
30 60 90 Day Sales Plan30 60 90 Day Sales Plan
30 60 90 Day Sales Plannatevans65
 
The First 90 Days-How to Succeed Starting a New Job in Any Industry
The First 90 Days-How to Succeed Starting a New Job in Any IndustryThe First 90 Days-How to Succeed Starting a New Job in Any Industry
The First 90 Days-How to Succeed Starting a New Job in Any IndustryRobert Moment
 
First 100 days as Sales Director 'sample'
First 100 days as Sales Director 'sample'First 100 days as Sales Director 'sample'
First 100 days as Sales Director 'sample'ianlockwood
 
30 60 90 day on boarding production plan
30 60 90 day on boarding production plan30 60 90 day on boarding production plan
30 60 90 day on boarding production planCalvin Naylor
 
Your First 90 Days in Sales Management
Your First 90 Days in Sales ManagementYour First 90 Days in Sales Management
Your First 90 Days in Sales Managementdaleu
 
8-Point Plan for the CEO's First 100 Days
8-Point Plan for the CEO's First 100 Days8-Point Plan for the CEO's First 100 Days
8-Point Plan for the CEO's First 100 DaysSpencer Stuart
 
Gantt-Chart 90DayIntegrationPlan
Gantt-Chart 90DayIntegrationPlanGantt-Chart 90DayIntegrationPlan
Gantt-Chart 90DayIntegrationPlanthelonius chestang
 
LeadingAST.com - Sample 90 day leadership plan
LeadingAST.com - Sample 90 day leadership planLeadingAST.com - Sample 90 day leadership plan
LeadingAST.com - Sample 90 day leadership planMichael Weening
 

What's hot (20)

30-60-90 Day Action Plan for New Managers Onboarding
30-60-90 Day Action Plan for New Managers Onboarding30-60-90 Day Action Plan for New Managers Onboarding
30-60-90 Day Action Plan for New Managers Onboarding
 
30-60-90
30-60-9030-60-90
30-60-90
 
My First 90 Days - Strategies for Success
My First 90 Days - Strategies for SuccessMy First 90 Days - Strategies for Success
My First 90 Days - Strategies for Success
 
30 60 90 Day Sales Plan
30 60 90 Day Sales Plan30 60 90 Day Sales Plan
30 60 90 Day Sales Plan
 
The First 90 Days: Succeeding in a New Position
The First 90 Days: Succeeding in a New PositionThe First 90 Days: Succeeding in a New Position
The First 90 Days: Succeeding in a New Position
 
The First 90 Days-How to Succeed Starting a New Job in Any Industry
The First 90 Days-How to Succeed Starting a New Job in Any IndustryThe First 90 Days-How to Succeed Starting a New Job in Any Industry
The First 90 Days-How to Succeed Starting a New Job in Any Industry
 
90 plan for success
90 plan for success90 plan for success
90 plan for success
 
FcoJavierGonzalez_30-60-90-days-plan
FcoJavierGonzalez_30-60-90-days-planFcoJavierGonzalez_30-60-90-days-plan
FcoJavierGonzalez_30-60-90-days-plan
 
First 100 days as Sales Director 'sample'
First 100 days as Sales Director 'sample'First 100 days as Sales Director 'sample'
First 100 days as Sales Director 'sample'
 
30 , 60, 90 Days Plan To Meet Goals For New Organization
30 , 60, 90 Days Plan To Meet Goals For New Organization30 , 60, 90 Days Plan To Meet Goals For New Organization
30 , 60, 90 Days Plan To Meet Goals For New Organization
 
30 60 90 day on boarding production plan
30 60 90 day on boarding production plan30 60 90 day on boarding production plan
30 60 90 day on boarding production plan
 
Your First 90 Days in Sales Management
Your First 90 Days in Sales ManagementYour First 90 Days in Sales Management
Your First 90 Days in Sales Management
 
30 60 90 day plan
30 60 90 day plan30 60 90 day plan
30 60 90 day plan
 
8-Point Plan for the CEO's First 100 Days
8-Point Plan for the CEO's First 100 Days8-Point Plan for the CEO's First 100 Days
8-Point Plan for the CEO's First 100 Days
 
30-60-90 Day Plan
30-60-90 Day Plan30-60-90 Day Plan
30-60-90 Day Plan
 
30*60*90 Day Planning
30*60*90 Day Planning 30*60*90 Day Planning
30*60*90 Day Planning
 
Gantt-Chart 90DayIntegrationPlan
Gantt-Chart 90DayIntegrationPlanGantt-Chart 90DayIntegrationPlan
Gantt-Chart 90DayIntegrationPlan
 
100 Days as a CEO
100 Days as a CEO100 Days as a CEO
100 Days as a CEO
 
LeadingAST.com - Sample 90 day leadership plan
LeadingAST.com - Sample 90 day leadership planLeadingAST.com - Sample 90 day leadership plan
LeadingAST.com - Sample 90 day leadership plan
 
30-60-90 Day Playbook
30-60-90 Day Playbook30-60-90 Day Playbook
30-60-90 Day Playbook
 

Similar to YOUR 30-, 60-, AND 90-DAY GAME PLAN FOR CAREER SUCCESS IN TODAY’S LEANER WORKFORCE

Employer Branding - 10 tips to avoid the bear traps
Employer Branding - 10 tips to avoid the bear trapsEmployer Branding - 10 tips to avoid the bear traps
Employer Branding - 10 tips to avoid the bear trapsSAS
 
White Paper: Onboarding New Technology Talent
White Paper: Onboarding New Technology TalentWhite Paper: Onboarding New Technology Talent
White Paper: Onboarding New Technology TalentACTIVE Network
 
How to be successful in the first 100 days of a new job‏
How to be successful in the first 100 days of a new job‏How to be successful in the first 100 days of a new job‏
How to be successful in the first 100 days of a new job‏Mohamed Mahdy
 
Ross - DSN Article
Ross - DSN ArticleRoss - DSN Article
Ross - DSN ArticleLouis Ross
 
Week 4 Career planning HOSF2064Lesson Objectives Ass.docx
Week 4 Career planning HOSF2064Lesson Objectives Ass.docxWeek 4 Career planning HOSF2064Lesson Objectives Ass.docx
Week 4 Career planning HOSF2064Lesson Objectives Ass.docxjessiehampson
 
HRInsights_MayJune16
HRInsights_MayJune16HRInsights_MayJune16
HRInsights_MayJune16Zoe Meinecke
 
SuccessFactors Magazine Edition 3
SuccessFactors Magazine Edition 3SuccessFactors Magazine Edition 3
SuccessFactors Magazine Edition 3Chris Palmer
 
Leading a winning team
Leading a winning teamLeading a winning team
Leading a winning teammbondgulo
 
Top 10 Tips for Making Your Business More Effective
Top 10 Tips for Making Your Business More Effective Top 10 Tips for Making Your Business More Effective
Top 10 Tips for Making Your Business More Effective Mark Wardell
 
google case-study(hrm)
google case-study(hrm)google case-study(hrm)
google case-study(hrm)Ammara Ashfaq
 
The Thornton Group - Finding and Keeping the Best Talent - An 8 Step Hiring ...
The Thornton Group -  Finding and Keeping the Best Talent - An 8 Step Hiring ...The Thornton Group -  Finding and Keeping the Best Talent - An 8 Step Hiring ...
The Thornton Group - Finding and Keeping the Best Talent - An 8 Step Hiring ...Neil Thornton HBA, MA
 
7 Ways to Prepare for a Job Hop
7 Ways to Prepare for a Job Hop7 Ways to Prepare for a Job Hop
7 Ways to Prepare for a Job HopJobhop
 
It's just-the-beginning
It's just-the-beginningIt's just-the-beginning
It's just-the-beginningOlga Hoffman
 
4 Ways to Emerge from COVID-19 Stronger!
4 Ways to Emerge from COVID-19 Stronger!4 Ways to Emerge from COVID-19 Stronger!
4 Ways to Emerge from COVID-19 Stronger!Dan Goldstein
 
It's just-the-beginning
It's just-the-beginningIt's just-the-beginning
It's just-the-beginningOlga Hoffman
 
Resume Sample For Business Administration
Resume Sample For Business AdministrationResume Sample For Business Administration
Resume Sample For Business AdministrationKeri Sanders
 
Room for Inclusion: Employers guide on how to onboard your talent inclusively
Room for Inclusion: Employers guide on how to onboard your talent inclusivelyRoom for Inclusion: Employers guide on how to onboard your talent inclusively
Room for Inclusion: Employers guide on how to onboard your talent inclusivelyHarvey Nash Plc
 
DPSF Training Program SAMPLE
DPSF Training Program SAMPLEDPSF Training Program SAMPLE
DPSF Training Program SAMPLEMeghann Misiak
 
Offboard ebook
Offboard ebookOffboard ebook
Offboard ebookOffboard
 

Similar to YOUR 30-, 60-, AND 90-DAY GAME PLAN FOR CAREER SUCCESS IN TODAY’S LEANER WORKFORCE (20)

Employer Branding - 10 tips to avoid the bear traps
Employer Branding - 10 tips to avoid the bear trapsEmployer Branding - 10 tips to avoid the bear traps
Employer Branding - 10 tips to avoid the bear traps
 
White Paper: Onboarding New Technology Talent
White Paper: Onboarding New Technology TalentWhite Paper: Onboarding New Technology Talent
White Paper: Onboarding New Technology Talent
 
How to be successful in the first 100 days of a new job‏
How to be successful in the first 100 days of a new job‏How to be successful in the first 100 days of a new job‏
How to be successful in the first 100 days of a new job‏
 
Ross - DSN Article
Ross - DSN ArticleRoss - DSN Article
Ross - DSN Article
 
Week 4 Career planning HOSF2064Lesson Objectives Ass.docx
Week 4 Career planning HOSF2064Lesson Objectives Ass.docxWeek 4 Career planning HOSF2064Lesson Objectives Ass.docx
Week 4 Career planning HOSF2064Lesson Objectives Ass.docx
 
HRInsights_MayJune16
HRInsights_MayJune16HRInsights_MayJune16
HRInsights_MayJune16
 
IT_First90Days
IT_First90DaysIT_First90Days
IT_First90Days
 
SuccessFactors Magazine Edition 3
SuccessFactors Magazine Edition 3SuccessFactors Magazine Edition 3
SuccessFactors Magazine Edition 3
 
Leading a winning team
Leading a winning teamLeading a winning team
Leading a winning team
 
Top 10 Tips for Making Your Business More Effective
Top 10 Tips for Making Your Business More Effective Top 10 Tips for Making Your Business More Effective
Top 10 Tips for Making Your Business More Effective
 
google case-study(hrm)
google case-study(hrm)google case-study(hrm)
google case-study(hrm)
 
The Thornton Group - Finding and Keeping the Best Talent - An 8 Step Hiring ...
The Thornton Group -  Finding and Keeping the Best Talent - An 8 Step Hiring ...The Thornton Group -  Finding and Keeping the Best Talent - An 8 Step Hiring ...
The Thornton Group - Finding and Keeping the Best Talent - An 8 Step Hiring ...
 
7 Ways to Prepare for a Job Hop
7 Ways to Prepare for a Job Hop7 Ways to Prepare for a Job Hop
7 Ways to Prepare for a Job Hop
 
It's just-the-beginning
It's just-the-beginningIt's just-the-beginning
It's just-the-beginning
 
4 Ways to Emerge from COVID-19 Stronger!
4 Ways to Emerge from COVID-19 Stronger!4 Ways to Emerge from COVID-19 Stronger!
4 Ways to Emerge from COVID-19 Stronger!
 
It's just-the-beginning
It's just-the-beginningIt's just-the-beginning
It's just-the-beginning
 
Resume Sample For Business Administration
Resume Sample For Business AdministrationResume Sample For Business Administration
Resume Sample For Business Administration
 
Room for Inclusion: Employers guide on how to onboard your talent inclusively
Room for Inclusion: Employers guide on how to onboard your talent inclusivelyRoom for Inclusion: Employers guide on how to onboard your talent inclusively
Room for Inclusion: Employers guide on how to onboard your talent inclusively
 
DPSF Training Program SAMPLE
DPSF Training Program SAMPLEDPSF Training Program SAMPLE
DPSF Training Program SAMPLE
 
Offboard ebook
Offboard ebookOffboard ebook
Offboard ebook
 

More from Kelly Services

Guidance and inspiration for IT professionals
Guidance and inspiration for IT professionalsGuidance and inspiration for IT professionals
Guidance and inspiration for IT professionalsKelly Services
 
12 ways a job placement agency can benefit college students and recent grads
12 ways a job placement agency can benefit college students and recent grads 12 ways a job placement agency can benefit college students and recent grads
12 ways a job placement agency can benefit college students and recent grads Kelly Services
 
Guidance and inspiration for engineering professionals 
Guidance and inspiration for engineering professionals Guidance and inspiration for engineering professionals 
Guidance and inspiration for engineering professionals Kelly Services
 
KGWI: The Collaborative Work Enviroment in Europe
KGWI: The Collaborative Work Enviroment in EuropeKGWI: The Collaborative Work Enviroment in Europe
KGWI: The Collaborative Work Enviroment in EuropeKelly Services
 
Q4 2016 Talent Market Quarterly
Q4 2016 Talent Market Quarterly Q4 2016 Talent Market Quarterly
Q4 2016 Talent Market Quarterly Kelly Services
 
The Boomer Effect - Understanding Baby Boomer workforce
The Boomer Effect - Understanding Baby Boomer workforceThe Boomer Effect - Understanding Baby Boomer workforce
The Boomer Effect - Understanding Baby Boomer workforceKelly Services
 
Understanding the Baby Boomer workforce
Understanding the Baby Boomer workforceUnderstanding the Baby Boomer workforce
Understanding the Baby Boomer workforceKelly Services
 
Do you have what IT Hiring Managers are looking for?
Do you have what IT Hiring Managers are looking for?Do you have what IT Hiring Managers are looking for?
Do you have what IT Hiring Managers are looking for?Kelly Services
 
Europe: The Rise of DIY Career Resilience
Europe: The Rise of DIY Career Resilience Europe: The Rise of DIY Career Resilience
Europe: The Rise of DIY Career Resilience Kelly Services
 
Do you have what Scientific Hiring Managers are looking for?
Do you have what Scientific Hiring Managers are looking for?Do you have what Scientific Hiring Managers are looking for?
Do you have what Scientific Hiring Managers are looking for?Kelly Services
 
Do you have what Engineering Hiring Managers are looking for?
Do you have what Engineering Hiring Managers are looking for?Do you have what Engineering Hiring Managers are looking for?
Do you have what Engineering Hiring Managers are looking for?Kelly Services
 
Do you have what Hiring Managers are looking for?
Do you have what Hiring Managers are looking for?Do you have what Hiring Managers are looking for?
Do you have what Hiring Managers are looking for?Kelly Services
 
The Collaborative Work Environment
The Collaborative Work EnvironmentThe Collaborative Work Environment
The Collaborative Work EnvironmentKelly Services
 
Will you land a job? - Quiz
Will you land a job? - QuizWill you land a job? - Quiz
Will you land a job? - QuizKelly Services
 
Frauen in MINT Berufen
Frauen in MINT BerufenFrauen in MINT Berufen
Frauen in MINT BerufenKelly Services
 
KGWI: Women in STEM - A European Perspective
KGWI: Women in STEM - A European PerspectiveKGWI: Women in STEM - A European Perspective
KGWI: Women in STEM - A European PerspectiveKelly Services
 
Get ready for work-life design
Get ready for work-life designGet ready for work-life design
Get ready for work-life designKelly Services
 
CAREER FORWARD - IMPRESS WITH YOUR RESUME
CAREER FORWARD - IMPRESS WITH YOUR RESUMECAREER FORWARD - IMPRESS WITH YOUR RESUME
CAREER FORWARD - IMPRESS WITH YOUR RESUMEKelly Services
 

More from Kelly Services (20)

Guidance and inspiration for IT professionals
Guidance and inspiration for IT professionalsGuidance and inspiration for IT professionals
Guidance and inspiration for IT professionals
 
12 ways a job placement agency can benefit college students and recent grads
12 ways a job placement agency can benefit college students and recent grads 12 ways a job placement agency can benefit college students and recent grads
12 ways a job placement agency can benefit college students and recent grads
 
Guidance and inspiration for engineering professionals 
Guidance and inspiration for engineering professionals Guidance and inspiration for engineering professionals 
Guidance and inspiration for engineering professionals 
 
KGWI: The Collaborative Work Enviroment in Europe
KGWI: The Collaborative Work Enviroment in EuropeKGWI: The Collaborative Work Enviroment in Europe
KGWI: The Collaborative Work Enviroment in Europe
 
Q4 2016 Talent Market Quarterly
Q4 2016 Talent Market Quarterly Q4 2016 Talent Market Quarterly
Q4 2016 Talent Market Quarterly
 
The Boomer Effect - Understanding Baby Boomer workforce
The Boomer Effect - Understanding Baby Boomer workforceThe Boomer Effect - Understanding Baby Boomer workforce
The Boomer Effect - Understanding Baby Boomer workforce
 
Understanding the Baby Boomer workforce
Understanding the Baby Boomer workforceUnderstanding the Baby Boomer workforce
Understanding the Baby Boomer workforce
 
Do you have what IT Hiring Managers are looking for?
Do you have what IT Hiring Managers are looking for?Do you have what IT Hiring Managers are looking for?
Do you have what IT Hiring Managers are looking for?
 
Europe: The Rise of DIY Career Resilience
Europe: The Rise of DIY Career Resilience Europe: The Rise of DIY Career Resilience
Europe: The Rise of DIY Career Resilience
 
Do you have what Scientific Hiring Managers are looking for?
Do you have what Scientific Hiring Managers are looking for?Do you have what Scientific Hiring Managers are looking for?
Do you have what Scientific Hiring Managers are looking for?
 
Do you have what Engineering Hiring Managers are looking for?
Do you have what Engineering Hiring Managers are looking for?Do you have what Engineering Hiring Managers are looking for?
Do you have what Engineering Hiring Managers are looking for?
 
Do you have what Hiring Managers are looking for?
Do you have what Hiring Managers are looking for?Do you have what Hiring Managers are looking for?
Do you have what Hiring Managers are looking for?
 
The Collaborative Work Environment
The Collaborative Work EnvironmentThe Collaborative Work Environment
The Collaborative Work Environment
 
The Ideal Candidate
The Ideal CandidateThe Ideal Candidate
The Ideal Candidate
 
Will you land a job? - Quiz
Will you land a job? - QuizWill you land a job? - Quiz
Will you land a job? - Quiz
 
Frauen in MINT Berufen
Frauen in MINT BerufenFrauen in MINT Berufen
Frauen in MINT Berufen
 
KGWI: Women in STEM - A European Perspective
KGWI: Women in STEM - A European PerspectiveKGWI: Women in STEM - A European Perspective
KGWI: Women in STEM - A European Perspective
 
Get ready for work-life design
Get ready for work-life designGet ready for work-life design
Get ready for work-life design
 
Women in STEM
Women in STEMWomen in STEM
Women in STEM
 
CAREER FORWARD - IMPRESS WITH YOUR RESUME
CAREER FORWARD - IMPRESS WITH YOUR RESUMECAREER FORWARD - IMPRESS WITH YOUR RESUME
CAREER FORWARD - IMPRESS WITH YOUR RESUME
 

Recently uploaded

Internshala Student Partner 6.0 Jadavpur University Certificate
Internshala Student Partner 6.0 Jadavpur University CertificateInternshala Student Partner 6.0 Jadavpur University Certificate
Internshala Student Partner 6.0 Jadavpur University CertificateSoham Mondal
 
Dubai Call Girls Starlet O525547819 Call Girls Dubai Showen Dating
Dubai Call Girls Starlet O525547819 Call Girls Dubai Showen DatingDubai Call Girls Starlet O525547819 Call Girls Dubai Showen Dating
Dubai Call Girls Starlet O525547819 Call Girls Dubai Showen Datingkojalkojal131
 
CALL ON ➥8923113531 🔝Call Girls Husainganj Lucknow best Female service 🧳
CALL ON ➥8923113531 🔝Call Girls Husainganj Lucknow best Female service  🧳CALL ON ➥8923113531 🔝Call Girls Husainganj Lucknow best Female service  🧳
CALL ON ➥8923113531 🔝Call Girls Husainganj Lucknow best Female service 🧳anilsa9823
 
Delhi Call Girls South Ex 9711199171 ☎✔👌✔ Whatsapp Hard And Sexy Vip Call
Delhi Call Girls South Ex 9711199171 ☎✔👌✔ Whatsapp Hard And Sexy Vip CallDelhi Call Girls South Ex 9711199171 ☎✔👌✔ Whatsapp Hard And Sexy Vip Call
Delhi Call Girls South Ex 9711199171 ☎✔👌✔ Whatsapp Hard And Sexy Vip Callshivangimorya083
 
VIP Russian Call Girls Amravati Chhaya 8250192130 Independent Escort Service ...
VIP Russian Call Girls Amravati Chhaya 8250192130 Independent Escort Service ...VIP Russian Call Girls Amravati Chhaya 8250192130 Independent Escort Service ...
VIP Russian Call Girls Amravati Chhaya 8250192130 Independent Escort Service ...Suhani Kapoor
 
Low Rate Call Girls Cuttack Anika 8250192130 Independent Escort Service Cuttack
Low Rate Call Girls Cuttack Anika 8250192130 Independent Escort Service CuttackLow Rate Call Girls Cuttack Anika 8250192130 Independent Escort Service Cuttack
Low Rate Call Girls Cuttack Anika 8250192130 Independent Escort Service CuttackSuhani Kapoor
 
Call Girls Alandi Road Call Me 7737669865 Budget Friendly No Advance Booking
Call Girls Alandi Road Call Me 7737669865 Budget Friendly No Advance BookingCall Girls Alandi Road Call Me 7737669865 Budget Friendly No Advance Booking
Call Girls Alandi Road Call Me 7737669865 Budget Friendly No Advance Bookingroncy bisnoi
 
Virgin Call Girls Delhi Service-oriented sexy call girls ☞ 9899900591 ☜ Rita ...
Virgin Call Girls Delhi Service-oriented sexy call girls ☞ 9899900591 ☜ Rita ...Virgin Call Girls Delhi Service-oriented sexy call girls ☞ 9899900591 ☜ Rita ...
Virgin Call Girls Delhi Service-oriented sexy call girls ☞ 9899900591 ☜ Rita ...poojakaurpk09
 
Employee of the Month - Samsung Semiconductor India Research
Employee of the Month - Samsung Semiconductor India ResearchEmployee of the Month - Samsung Semiconductor India Research
Employee of the Month - Samsung Semiconductor India ResearchSoham Mondal
 
VIP High Profile Call Girls Jamshedpur Aarushi 8250192130 Independent Escort ...
VIP High Profile Call Girls Jamshedpur Aarushi 8250192130 Independent Escort ...VIP High Profile Call Girls Jamshedpur Aarushi 8250192130 Independent Escort ...
VIP High Profile Call Girls Jamshedpur Aarushi 8250192130 Independent Escort ...Suhani Kapoor
 
VIP Call Girls Service Jamshedpur Aishwarya 8250192130 Independent Escort Ser...
VIP Call Girls Service Jamshedpur Aishwarya 8250192130 Independent Escort Ser...VIP Call Girls Service Jamshedpur Aishwarya 8250192130 Independent Escort Ser...
VIP Call Girls Service Jamshedpur Aishwarya 8250192130 Independent Escort Ser...Suhani Kapoor
 
内布拉斯加大学林肯分校毕业证录取书( 退学 )学位证书硕士
内布拉斯加大学林肯分校毕业证录取书( 退学 )学位证书硕士内布拉斯加大学林肯分校毕业证录取书( 退学 )学位证书硕士
内布拉斯加大学林肯分校毕业证录取书( 退学 )学位证书硕士obuhobo
 
Resumes, Cover Letters, and Applying Online
Resumes, Cover Letters, and Applying OnlineResumes, Cover Letters, and Applying Online
Resumes, Cover Letters, and Applying OnlineBruce Bennett
 
Delhi Call Girls Preet Vihar 9711199171 ☎✔👌✔ Whatsapp Body to body massage wi...
Delhi Call Girls Preet Vihar 9711199171 ☎✔👌✔ Whatsapp Body to body massage wi...Delhi Call Girls Preet Vihar 9711199171 ☎✔👌✔ Whatsapp Body to body massage wi...
Delhi Call Girls Preet Vihar 9711199171 ☎✔👌✔ Whatsapp Body to body massage wi...shivangimorya083
 
VIP Call Girl Bhiwandi Aashi 8250192130 Independent Escort Service Bhiwandi
VIP Call Girl Bhiwandi Aashi 8250192130 Independent Escort Service BhiwandiVIP Call Girl Bhiwandi Aashi 8250192130 Independent Escort Service Bhiwandi
VIP Call Girl Bhiwandi Aashi 8250192130 Independent Escort Service BhiwandiSuhani Kapoor
 
Final Completion Certificate of Marketing Management Internship
Final Completion Certificate of Marketing Management InternshipFinal Completion Certificate of Marketing Management Internship
Final Completion Certificate of Marketing Management InternshipSoham Mondal
 
VIP Call Girls Firozabad Aaradhya 8250192130 Independent Escort Service Firoz...
VIP Call Girls Firozabad Aaradhya 8250192130 Independent Escort Service Firoz...VIP Call Girls Firozabad Aaradhya 8250192130 Independent Escort Service Firoz...
VIP Call Girls Firozabad Aaradhya 8250192130 Independent Escort Service Firoz...Suhani Kapoor
 
Vip Modals Call Girls (Delhi) Rohini 9711199171✔️ Full night Service for one...
Vip  Modals Call Girls (Delhi) Rohini 9711199171✔️ Full night Service for one...Vip  Modals Call Girls (Delhi) Rohini 9711199171✔️ Full night Service for one...
Vip Modals Call Girls (Delhi) Rohini 9711199171✔️ Full night Service for one...shivangimorya083
 
CALL ON ➥8923113531 🔝Call Girls Gosainganj Lucknow best sexual service
CALL ON ➥8923113531 🔝Call Girls Gosainganj Lucknow best sexual serviceCALL ON ➥8923113531 🔝Call Girls Gosainganj Lucknow best sexual service
CALL ON ➥8923113531 🔝Call Girls Gosainganj Lucknow best sexual serviceanilsa9823
 

Recently uploaded (20)

Internshala Student Partner 6.0 Jadavpur University Certificate
Internshala Student Partner 6.0 Jadavpur University CertificateInternshala Student Partner 6.0 Jadavpur University Certificate
Internshala Student Partner 6.0 Jadavpur University Certificate
 
Dubai Call Girls Starlet O525547819 Call Girls Dubai Showen Dating
Dubai Call Girls Starlet O525547819 Call Girls Dubai Showen DatingDubai Call Girls Starlet O525547819 Call Girls Dubai Showen Dating
Dubai Call Girls Starlet O525547819 Call Girls Dubai Showen Dating
 
CALL ON ➥8923113531 🔝Call Girls Husainganj Lucknow best Female service 🧳
CALL ON ➥8923113531 🔝Call Girls Husainganj Lucknow best Female service  🧳CALL ON ➥8923113531 🔝Call Girls Husainganj Lucknow best Female service  🧳
CALL ON ➥8923113531 🔝Call Girls Husainganj Lucknow best Female service 🧳
 
Delhi Call Girls South Ex 9711199171 ☎✔👌✔ Whatsapp Hard And Sexy Vip Call
Delhi Call Girls South Ex 9711199171 ☎✔👌✔ Whatsapp Hard And Sexy Vip CallDelhi Call Girls South Ex 9711199171 ☎✔👌✔ Whatsapp Hard And Sexy Vip Call
Delhi Call Girls South Ex 9711199171 ☎✔👌✔ Whatsapp Hard And Sexy Vip Call
 
VIP Russian Call Girls Amravati Chhaya 8250192130 Independent Escort Service ...
VIP Russian Call Girls Amravati Chhaya 8250192130 Independent Escort Service ...VIP Russian Call Girls Amravati Chhaya 8250192130 Independent Escort Service ...
VIP Russian Call Girls Amravati Chhaya 8250192130 Independent Escort Service ...
 
Low Rate Call Girls Cuttack Anika 8250192130 Independent Escort Service Cuttack
Low Rate Call Girls Cuttack Anika 8250192130 Independent Escort Service CuttackLow Rate Call Girls Cuttack Anika 8250192130 Independent Escort Service Cuttack
Low Rate Call Girls Cuttack Anika 8250192130 Independent Escort Service Cuttack
 
Call Girls Alandi Road Call Me 7737669865 Budget Friendly No Advance Booking
Call Girls Alandi Road Call Me 7737669865 Budget Friendly No Advance BookingCall Girls Alandi Road Call Me 7737669865 Budget Friendly No Advance Booking
Call Girls Alandi Road Call Me 7737669865 Budget Friendly No Advance Booking
 
Virgin Call Girls Delhi Service-oriented sexy call girls ☞ 9899900591 ☜ Rita ...
Virgin Call Girls Delhi Service-oriented sexy call girls ☞ 9899900591 ☜ Rita ...Virgin Call Girls Delhi Service-oriented sexy call girls ☞ 9899900591 ☜ Rita ...
Virgin Call Girls Delhi Service-oriented sexy call girls ☞ 9899900591 ☜ Rita ...
 
Employee of the Month - Samsung Semiconductor India Research
Employee of the Month - Samsung Semiconductor India ResearchEmployee of the Month - Samsung Semiconductor India Research
Employee of the Month - Samsung Semiconductor India Research
 
VIP High Profile Call Girls Jamshedpur Aarushi 8250192130 Independent Escort ...
VIP High Profile Call Girls Jamshedpur Aarushi 8250192130 Independent Escort ...VIP High Profile Call Girls Jamshedpur Aarushi 8250192130 Independent Escort ...
VIP High Profile Call Girls Jamshedpur Aarushi 8250192130 Independent Escort ...
 
VIP Call Girls Service Jamshedpur Aishwarya 8250192130 Independent Escort Ser...
VIP Call Girls Service Jamshedpur Aishwarya 8250192130 Independent Escort Ser...VIP Call Girls Service Jamshedpur Aishwarya 8250192130 Independent Escort Ser...
VIP Call Girls Service Jamshedpur Aishwarya 8250192130 Independent Escort Ser...
 
内布拉斯加大学林肯分校毕业证录取书( 退学 )学位证书硕士
内布拉斯加大学林肯分校毕业证录取书( 退学 )学位证书硕士内布拉斯加大学林肯分校毕业证录取书( 退学 )学位证书硕士
内布拉斯加大学林肯分校毕业证录取书( 退学 )学位证书硕士
 
Resumes, Cover Letters, and Applying Online
Resumes, Cover Letters, and Applying OnlineResumes, Cover Letters, and Applying Online
Resumes, Cover Letters, and Applying Online
 
Delhi Call Girls Preet Vihar 9711199171 ☎✔👌✔ Whatsapp Body to body massage wi...
Delhi Call Girls Preet Vihar 9711199171 ☎✔👌✔ Whatsapp Body to body massage wi...Delhi Call Girls Preet Vihar 9711199171 ☎✔👌✔ Whatsapp Body to body massage wi...
Delhi Call Girls Preet Vihar 9711199171 ☎✔👌✔ Whatsapp Body to body massage wi...
 
VIP Call Girl Bhiwandi Aashi 8250192130 Independent Escort Service Bhiwandi
VIP Call Girl Bhiwandi Aashi 8250192130 Independent Escort Service BhiwandiVIP Call Girl Bhiwandi Aashi 8250192130 Independent Escort Service Bhiwandi
VIP Call Girl Bhiwandi Aashi 8250192130 Independent Escort Service Bhiwandi
 
Final Completion Certificate of Marketing Management Internship
Final Completion Certificate of Marketing Management InternshipFinal Completion Certificate of Marketing Management Internship
Final Completion Certificate of Marketing Management Internship
 
VIP Call Girls Firozabad Aaradhya 8250192130 Independent Escort Service Firoz...
VIP Call Girls Firozabad Aaradhya 8250192130 Independent Escort Service Firoz...VIP Call Girls Firozabad Aaradhya 8250192130 Independent Escort Service Firoz...
VIP Call Girls Firozabad Aaradhya 8250192130 Independent Escort Service Firoz...
 
Vip Modals Call Girls (Delhi) Rohini 9711199171✔️ Full night Service for one...
Vip  Modals Call Girls (Delhi) Rohini 9711199171✔️ Full night Service for one...Vip  Modals Call Girls (Delhi) Rohini 9711199171✔️ Full night Service for one...
Vip Modals Call Girls (Delhi) Rohini 9711199171✔️ Full night Service for one...
 
Call Girls In Prashant Vihar꧁❤ 🔝 9953056974🔝❤꧂ Escort ServiCe
Call Girls In Prashant Vihar꧁❤ 🔝 9953056974🔝❤꧂ Escort ServiCeCall Girls In Prashant Vihar꧁❤ 🔝 9953056974🔝❤꧂ Escort ServiCe
Call Girls In Prashant Vihar꧁❤ 🔝 9953056974🔝❤꧂ Escort ServiCe
 
CALL ON ➥8923113531 🔝Call Girls Gosainganj Lucknow best sexual service
CALL ON ➥8923113531 🔝Call Girls Gosainganj Lucknow best sexual serviceCALL ON ➥8923113531 🔝Call Girls Gosainganj Lucknow best sexual service
CALL ON ➥8923113531 🔝Call Girls Gosainganj Lucknow best sexual service
 

YOUR 30-, 60-, AND 90-DAY GAME PLAN FOR CAREER SUCCESS IN TODAY’S LEANER WORKFORCE

  • 1. YOUR 30-, 60-, AND 90-DAY GAME PLAN FOR CAREER SUCCESS IN TODAY’S LEANER WORKFORCE BY DOUG ARMS
  • 2. /02GAME PLAN FOR SUCCESS Companies are accustomed to doing more with less, and every team member is critical to an organization’s performance. Think about it: A department that had 10 people before the recession may now be made up of seven—yet the workload, the variety of tasks, and the complexity of the business have all stayed the same, or even increased. People have broadened their job descriptions and this has made the search for replacement employees that much more challenging. What does this mean? The time it takes to on-board a new employee can seriously eat into productivity. While cliché, the interview solicitation of “we need someone who can hit the ground running” is often a cry for help by many employers. Gone are the days when you could take your time settling in—the stakes are now higher, and the expectations are greater for you to quickly get up to speed. While 90 days may still be the magic time allotment for building a successful foundation at your new job, the best way to stick the three-month landing is to use one- and two-month benchmarks to your advantage. YOU’LL BE ON YOUR WAY TO BECOMING A VALUABLE MEMBER OF YOUR NEW TEAM. Meet with your manager from day one to understand what is expected of you. Work together to develop a “velocity to success” game plan, and 30-, 60-, and 90-day checkpoints.
  • 3. /03GAME PLAN FOR SUCCESS “Who’s the new guy?” Whether or not you enjoy the spotlight, it’s shining on you these first few weeks. But no matter how nice everyone is, here’s what’s really going on: your team needs you to get up to speed as quickly as possible—with little disruption to their own work days. Remember, your new team is investing in you; today’s workforces are collaborative and co-dependent. Everyone must succeed for anyone to succeed. DAYS
  • 4. /04GAME PLAN FOR SUCCESS 1. Bring your homework – Walk into your new job with as much knowledge as you can find. Use LinkedIn® , Glassdoor® , and other resources to help you paint a clear picture of the culture, your boss, and your team. Read your company’s website content and related industry articles—especially if the industry is new to you. Understand the competitive landscape. During your on-boarding period, continue to dig deeper and stay up-to-date. 2. Join the team – Be early; create a first impression that will serve you well on the inevitable days ahead when you get stuck in traffic. Establish yourself as being a punctual and willing member of the team by arriving at meetings on time. Your manager should introduce you to fellow team members and provide you with an org chart. In meetings, jot down everyone’s position at the table and their name/department—then refer to people by name (because for many, nothing is sweeter than the sound of their own name). 3. Invest your own time in research – Showing up a few minutes early each day will give you a chance to learn more about your new company, understand what your new company’s overall plans are, and how you and your department fit into them. Your knowledge gap will fill in fast when you invest this time. Don’t forget to also spend time learning about some of the internal processes and systems that will impact your daily work life, including special databases, networks, and portals that you may need to access in order to complete assignments. This 30-day game plan will get you off on the right foot:
  • 5. /05GAME PLAN FOR SUCCESS 4. Leave your last job at your last job – Avoid “at my last job” references. Whether praises or complaints, these comments are best left unspoken at work, and can make you seem less than engaged in your present position. There will be a time and place to discuss ideas and experiences from your past, but for now, focus on the company you have joined. You have a clean, blank slate—be flexible and open to the changes ahead. 5. Learn the communication patterns – Ask your manager for his/her preferred communication style. Whether it’s a “respond with urgency” or a “don’t flood my inbox” culture, figure it out quickly—but always be courteous and respectful, providing a timeframe for completing requests. As for project-based communications, schedule weekly or bi-weekly meetings to stay on top of priorities, and communicate the status of individual projects.
  • 6. /06GAME PLAN FOR SUCCESS “Figured that out yet?” The new person on any team is hired to be part of the solution. But remember, you have been chosen over other candidates so have confidence, and start contributing. Minimize the disruption of asking team members to repeat directions, and interrupting their workflow unnecessarily. By your second month, you should be leaning less on your co-workers and manager, and showing an understanding of your company’s infrastructure. DAYS
  • 7. /07GAME PLAN FOR SUCCESS 1. Be resourceful – Know the basic path for troubleshooting computer/database issues and display independence when it comes to internal problem solving. Always know the go-to people (every company has them)—such as the IT support staff; the star-tenured administrative professional who knows EVERYONE; whoever orders supplies; people on the HR, Payroll, Benefits teams…many people can be helpful. Show your resourcefulness in knowing who they are, and thank them for their willingness to help you transition into the company. 2. Know who’s who and what’s what – While the ink has barely dried on your “new guy” card, it’s nearly expired by now. Know who the key players are in your organization, both by face and by name. Start to understand the organization’s overall structure and the core responsibilities and objectives of each internal department. Print key organizational charts for reference. 3. Build your credibility – After two months on the job, there should be no doubt in anyone’s mind—especially your manager’s mind—that you were the right hire for the job. Look for opportunities that promote your credibility. Offer to lead or manage a key initiative that allows you to contribute your knowledge and experience in ways that will enhance the project while also showing that you are a team player. This 60-day game plan will show your team that you respect their time:
  • 8. /08GAME PLAN FOR SUCCESS 4. Solidify your core responsibilities – Understand the strategic objectives of your new team and how your performance will be measured against those objectives. You may see potential opportunities other than the ones you were hired for, but resist the temptation to set your cap on a promotion. Don’t give your co-workers any inkling that you are not in the moment, or in the project at hand. 5. Don’t rush to judgment – It’s easy to spot areas that need improvement, but hold off until you know the history. While you might be hoping for a pat on the back for your fresh insight, you could, instead, step on the wrong toes. Consider using non-accusatory phrasing such as: “I was wondering about a particular process. Can you tell me your impression of it and the history?”
  • 9. /09GAME PLAN FOR SUCCESS “You got this.” Does it seem as though you’ve been going at full speed, without ever taking your foot off the gas pedal? That’s simply the way of today’s leaner workforce—it’s constantly accelerating. DAYS
  • 10. /10GAME PLAN FOR SUCCESS 1. Accelerate your learning – Don’t fall behind the curve. By 90 days, you should be more solution than problem; more advantage than burden. Identify weak areas and ask your team and manager to weigh in on areas for improvement. Engage others around you and develop in-network allies that will work with you to further your team’s goals. 2. Schedule a voluntary review – Take the pulse of your performance, according to your manager and team’s perspective. While you may be seeking praise, look for honest feedback of ways to improve your performance in order to help the team, and the organization. 3. Team build – Identify areas of involvement. Any opportunity to be one of the team will never be wasted. If your company is staying after work to assemble boxes for deployed soldiers, then be the first to arrive and the last to leave. Bring pizza. For the win—your 90-day game plan:
  • 11. EXIT ABOUT THE AUTHOR DOUGLAS ARMS is vice president of the Americas Finance Product Group at Kelly Services—responsible for the strategic planning, brand management, thought leadership, and growth of workforce solutions provided in the finance and accounting specialty across North America. Along with his extensive experience as a talent management executive, Mr. Arms has been featured in Forbes® , The Wall Street Journal® , and on CBS MoneyWatch, CNN® , and NBC® as well as a number of other news outlets. He provides insight into labor market trends as a weekly employment expert on the FOX 13 news show in Tampa, Florida. His training includes the IMD, Lausanne, Switzerland; ALP Leadership Development Program; and Dale Carnegie® : Leadership Training for Managers; Effective Public Speaking. Mr. Arms is a graduate of the Montclair State University located in Upper Montclair, New Jersey. ABOUT KELLY SERVICES® Kelly Services, Inc. (NASDAQ: KELYA, KELYB) is a leader in providing workforce solutions. Kelly® offers a comprehensive array of outsourcing and consulting services as well as world-class staffing on a temporary, temporary-to-hire, and direct-hire basis. Serving clients around the globe, Kelly provided employment to approximately 555,000 employees in 2014. Revenue in 2014 was $5.6 billion. Visit kellyservices.us today. Want more information? Visit kellyservices.us today. All trademarks are property of their respective owners An Equal Opportunity Employer © 2015 Kelly Services, Inc. Z1341 kellyservices.us Build on the momentum. You’ve hustled these past three months. You’ve demonstrated awareness and respect of established working relationships and successfully taken ownership of the critical role you play in a lean work environment. Now, take your 90-day foundation and go forward— managing your career with confidence.