If you are hired, how you will contribute to the performance of their brands and products should be a primary focus. It is perfectly natural for newly hired employees to want to show their gratitude for the opportunity by proving their worth. However, the last thing you want to do is come across as arrogant or presumptuous by trying to reinvent the wheel and restructure their business before learning the ropes at Pernod-Ricard. It took them years to build their systems and processes. Therefore, your primary concern should be learning, asking questions, and building relationships with your customers and your teams.

The first month of a new hire's 90-day probation period should focus on familiarizing themselves with the team, company, products/services, clients, etc. Month two should be spent studying current processes and procedures and identifying strengths and weaknesses. In the last month, that hire should be well-grounded in the role and capable of identifying growth opportunities. Past the 90-day mark is considered an acceptable time to implement innovation.