Focus on the four pillars of effective onboarding when joining a new company

Learn about the company as a whole and not just your department
During the business orientation process, take time to understand your new business environment. For example, think beyond the financials and learn about the products and brands you’ll be supporting even if you’re not involved in sales and marketing. Read websites and analyst reports to understand the operating model, performance evaluation systems, and talent management systems of the company as these can influence your level of impact in the company.

Build productive working relationships with key stakeholders
Identify key stakeholders at all levels and reach out to them. Ask your boss to introduce you to key people in the organization. If possible, meet these stakeholders before you officially start your job. Make sure you focus on lateral relationships (i.e. with peers) and not just vertical ones (i.e. with bosses and subordinates).

Check and recheck what’s expected of you
The expectations you had before joining a new company often change after you’re on the job. For example, you may have been assured of more latitude to make changes in the organization only to find out that’s not the case. Instead of getting angry, schedule a meeting with your boss within the first week of being hired. Have a clear conversation about expectations, working style, and how direct reports are to be submitted.

Adapt to the culture of your new organization
During recruiting, ask questions about the organizational culture. For example, what is the jargon used by employees to describe products or processes? Is there a dress code? How is office space allocated? How do employees win recognition for their accomplishments? Is the degree of authority based on position or is it a function of seniority? Also, identify individuals who can act as cultural interpreters for you.