Stepping into a new job is like diving headfirst into a thrilling roller coaster ride of emotions—excitement, nerves, butterflies in the stomach, and eager anticipation. At Fawley Bryant Architecture (FBA), the first 90 days are critical when shaping the paths of our newest team members.
What makes FBA special? Nick, recently onboarded Operations Manager, believes it is the partnership mentality; “partner with their clients, their contactors, and their team members.” He notes that when joining the team, he first noticed the inclusive environment, healthy communication, clear-cut goals and objectives, and plethora of mood boosters throughout the workday. John, our new senior project manager, was surprised when he received a birthday letter before he had even started at FBA and believes that what makes FBA special is “the personal connection as a team member.” He notes that the FBA leadership is intentional when working with everyone in the office, and the Core Values serve to unite us as a work family.
Walking through the doors on their first day, a new team member will find a spread of treasures on their new desk. FBA branded apparel, a custom engraved water bottle, their newest set of custom business cards, a printed guide to their first three days, their favorite Starbucks drink, a few slingshot rubber chickens (for those impromptu stress-relief battles), and of course the employee handbook (because we all need a little guidance). They meet everyone in the office during the daily Team Huddle, then are swept into the first of their orientation sessions. There, they learn about the company values, culture, expectations, benefits, and key individuals. Most important are the core values, an important part of the FBA culture. These core values are like the secret sauce that makes FBA so special. They’re the guiding principles that everyone lives and breathes. Rijul, recently hired Architectural Staff Level 1, remarks, “The company’s core beliefs serve as a powerful unifying force. During my onboarding, I could observe how the team reflected these principles.”
Throughout the next few days, the new team member is eased into their new role, with coworkers available to help guide them through anything they may need help with. As they attend training sessions and gather more information, they work to familiarize themselves with the priorities of the company and any ongoing projects. An open-door policy for all team members allows them to meet with any of their coworkers, regardless of position in the company. They are encouraged to ask questions and seek guidance from others, creating an atmosphere of continuous learning and growth.
At the 30-day, 60-day, and 90-day marks, the new team member meets with HR to review their performance thus far and ensure that they are comfortable in the role. This is a time for both the new team member and HR to provide feedback to one another. While the new team member may still be learning at these marks, they gain confidence as time goes on, and by the 90-day mark their confidence and trust of their place within the company is strong. With each passing day, new team members embrace the ethos of Fawley Bryant, embodying the spirit of architectural excellence that defines the firm.
