Getting ahead in a new organisation requires planning, commitment and a willingness to be seen and heard. David Manifold, CFO of eShopWorld, explains how to do it right

The best advice I can give young professionals on how to hit the ground running in a new job is to ensure you put the right plan in place before your start date. 

Having grown from a headcount of 350 to over 1,000 in three short years at eShopWorld, I’ve seen first-hand how putting a strong plan in place before their start date has really benefited some of our new hires. 

This plan should clearly detail your goals and objectives, broken out over the short-, medium- and long-term. 

These goals, and the timeline you put in place, must be realistic, and you should be prepared to revisit and update your plan on a regular basis as you continue your journey through the organisation.

Identify the key stakeholders in the organisation. During your induction, ask for one-to-one time with these decision-makers. This will help you to gain an understanding of the business as a whole. 

Today’s accountant needs to have a wide breadth of knowledge when it comes to the dynamics of an organisation and, indeed, the wider industry in which it operates. You need this to perform your role in guiding future strategic direction. 

Taking the right insights from decision-makers at all levels of the business can provide a goldmine of valuable information.

One critical piece of advice I have here is to take the time you need reflect on what this information means and to form your own ideas and conclusions. This will give you a strong basis for determining your own career trajectory within the organisation. 

Time and again, I see candidates rush into a new role with bundles of enthusiasm, and ideas they haven’t fully thought through. Unfortunately, this can have consequences. First impressions are important in winning stakeholders over. 

I would encourage people to take at least three months of this induction period to muse and reflect on the insights they’ve gathered, and perhaps socialise draft ideas with some of the key stakeholders they have identified, before bringing them to the wider organisation. 

This will give you a sound foundation on which to build ideas that could genuinely impact the business and set you on the right path for progression.

So, by now you have your plan with your goals and objectives, and you’ve committed to updating the plan as you progress.

To help keep you on track, I would highly recommend scheduling in formal one-to-ones with your manager at the outset.

You will need this in order to gauge your progress and performance and keep track of where you’re going. 

If this isn’t standard practice in your organisation, do it yourself. This will demonstrate a willingness to accept feedback (both good and bad!) and, in my view, huge initiative.

Asking your manager to commit time to supporting your personal development is equally important for the wider organisation.

I’ve seen first-hand the benefits, from a company perspective, of devoting resources to helping employees grow and develop, beyond their immediate contribution to wider business goals.

Giving employees a sense of ownership is key to embedding the right mindset and culture in an organisation.

Starting any new position at any time in your career is often challenging. Everyone will have those familiar feelings of trepidation, but, for young professionals with less experience, it can be especially daunting.  

Putting a plan in place with support from your manager can really help to lessen the impact of the learning curve, and separate you from the pack. Stick with it, commit—and, above all, good luck!

David Manifold is Chief Financial Officer with eShopWorld (ESW), the global e-commerce company founded in Dublin. ESW offers a range of in-country cross-border solutions, which allow global brands and retailers to localise their online offering in markets all over the world. Prior to joining ESW in 2019, David managed the group finance function at Oasis Group and spent close to a decade with Aer Lingus as Director of Integration and Corporate Strategy. He is a Fellow of Chartered Accountants Ireland and holds an MBA.

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Setting goals for career progression

Having a clear picture of what you want from your career is key to realising your ambitions, writes Caroline Frawley

Goal setting is a huge part of my life.

I am a big believer in writing down goals, putting in the work and being conscious of what I want to achieve.

When it comes to new career opportunities, having a clear idea of what you want is a great tool when beginning a job search. 

Making a wish list of your dream jobs can really help you target your search and narrow down and identify what you want. 

You can go into as much detail as you want, including factors such as:

Organisation

The size of the business – Would you like to work for a multinational, a large Irish business or do you prefer being in the heart of a growing SME with exposure to all facets of the business?

Progression opportunities

What is your medium to long term plan? Would you like to be able to grow in your next role?

Leader

Who are the type of leaders that inspire you?

Location

How do you envisage your commute? Would you like a role closer to home? Is fully remote something you would consider or would you prefer to be onsite with more day-to-day interaction?

Salary

Is a jump in salary extremely important, or is finding the right role or getting a foot in the door of a particular organisation more important?

Work life balance 

We all want it, where does it rank in your priorities?

Environment

What type of office would you like to work in?  Can you see yourself sitting in the heart of a manufacturing facility or would you prefer a Shared Services Centre or a company’s headquarters?

Skillset

Do you want to continue using the skills within your current area of expertise or would you like to pivot into a new area?

Flexibility

What does flexibility mean to you? Is a job where you can work from home for some of your week crucial in your next move?

Team

Who are the type of people you want to spend the majority of your week collaborating with?

Non-runners

Are there any things that you don’t want in your next move?

Not every role will tick all the boxes, but having a wish list will help narrow down your non negotiables. 

This list can be really useful whether you are working with a recruiter or applying for roles directly. 

It’s likely this list will evolve over time as you review different job specs and start the interview process across different businesses.

And you never know, you might be one of the lucky ones, and a year from now, you might realise you have manifested your dream job.

Caroline Frawley ACA works with Barden’s Mid-Senior Accounting Team, supporting accounting professionals in Munster

You can read this article and more about your career in accountancy in the Accountancy Ireland Career Guide 2023.