How to Address Poor Operating Issues with Your New Employer

​One of the biggest challenges professionals face when starting a new job is how they navigate ingratiating themselves into the new company and culture they’re now surrounded by.  No two companies are alike, which also means practices, processes and procedures can vary wildly from one company to another.  How a new employee, including new management, sorts through this can make or break their ability to be received well by their fellow colleagues while having a good career at their new employer.

Imagine you’re in your second week of employment and you begin to uncover a variety of compliance issues like a lack of regulatory understanding throughout the company, poor or missing documentation, insufficient training, little to no post-market surveillance processes or a dinosaur quality management system (QMS) that’s holding the company back.  Any of these shortcomings can be problematic for an operation, but the presence of several can be detrimental to the company’s short- and long-term success.

It can be a precarious situation to come in as the new ‘gal or guy’ and start changing things right away.  In fact, this typically doesn’t bode well for those who take the scorched earth strategy making big changes right out the ‘new hire’ gates, regardless of those changes being warranted.

So the question begs to be asked – what do you do if you start a new job and quickly uncover problems within the company’s operations, especially if those problems are compliance related?
Taking a measured and strategic approach to your new job and how you will handle the current business practice issues you are experiencing is key to your success.  Consider the following process:

1. Observe and Assess: In your initial weeks at the job, focus on observing and gathering information. Pay attention to the processes, procedures, and behaviors that seem problematic or inefficient. This will help you form a clear understanding of the issues.
2. Seek Clarification: If you come across practices that seem questionable or inefficient, seek clarification from your boss or colleagues. Ask questions in a non-confrontational and open manner to understand why things are done the way they are. Avoid being judgmental or critical at this stage as this is the time to ‘seek to understand’.
3. Listen and Learn: Be open to feedback and learn from your colleagues' experiences. They may have valuable insights into the company culture and the reasons behind certain practices. Engage in conversations to gain a better understanding of the organization's dynamics.
4. Document Your Observations: Keep a record of the practices or processes that you find problematic. Note down specific examples, their impact on the organization, and potential improvements. This documentation will be valuable if you decide to address these issues later.
5. Build Relationships: Establish positive relationships with your colleagues and supervisors. Building trust and rapport with your team will make it easier to communicate your concerns later on.
6. Propose Solutions: Once you have a good grasp of the issues, focus on proposing constructive solutions. Instead of merely pointing out problems, offer suggestions for improvements. Data is key at this phase to support your ideas while bringing a clear vision for the business case behind why such changed is needed.
7. Choose the Right Time: Timing is crucial when discussing concerns about poor practices in a company. Pick an appropriate moment when you have your boss’ or team's full attention and can have a productive conversation without interruptions.
8. Use Constructive Communication: When addressing the issues, use a diplomatic and constructive approach. Express your concerns calmly and professionally, focusing on the impact of the practices on the team or the company's objectives. Avoid blaming or accusing anyone.
9. Collaborate: Encourage a collaborative approach by inviting input and feedback from your colleagues. This can help create a sense of ownership and a shared commitment to implementing changes.
10. Choose Your Battles: Not all poor practices may be worth addressing immediately. Prioritize the issues that have the most significant impact on your work and the organization as a whole.
11. Be Patient: Change in organizations can be slow, especially when it involves changing established practices. Be patient and persistent in your efforts to improve things.
12. Consider Your Long-Term Goals: Evaluate whether the poor practices at your new job are something you can tolerate in the long run. If they are deeply ingrained and negatively affect your job satisfaction, it may be worth exploring other career opportunities, regardless of how long you have worked with your new employer.  Sadly, some ships just can’t be saved and are destined for the bottom of the sea, no matter how hard you may work to save them.

 
Remember that every organization is different, and your approach to addressing poor practices will depend on the specific circumstances. Your ultimate goal should be to contribute positively to the organization's growth and improvement while maintaining your professionalism and integrity.

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