100 days in a new job – about puppy protection and working abroad

A new job marks a turning point—new tasks, new colleagues, new expectations. The first 100 days are considered particularly crucial, as they lay the foundation for trust, performance, and integration into the corporate culture. At the same time, many newcomers—whether they are career starters, career changers, or managers—experience a phase of increased uncertainty. During this time, the so-called “puppy protection” plays a special role, especially when working abroad: a transition period in which mistakes are tolerated and learning processes are explicitly allowed. For expatriates—i.e., employees who work in a foreign country and a different culture—there are additional challenges: in addition to professional training, they must understand and navigate cultural differences.

The significance of the first 100 days

The term “first 100 days” originally comes from politics (e.g., Franklin D. Roosevelt) and serves as a symbolic benchmark there. In the business and HR context, this period has established itself as a guideline for taking a structured look at the initial phase of employment – the onboarding process.  Studies show that employees decide during this time whether they will stay, feel comfortable, and become productive. It is said that 86% of employers assume that new employees decide within the first 90 days whether they will stay for the long term. A well-thought-out onboarding process therefore increases commitment and reduces absenteeism and turnover.

“Puppy protection” – learning allowed

The term “puppy protection” originally comes from behavioural research and describes a period of protection for young animals. In professional life in Germany, it refers to a phase of social tolerance: new employees are allowed to ask questions, make mistakes, and learn within moderate limits. It is important to note that puppy protection does not mean “doing nothing,” but rather a phase of guided learning and observation. Supervisors and colleagues are called upon to consciously shape this framework – for example, through mentoring, clear feedback loops, and open communication. A well-structured induction process increases the likelihood that employees will quickly become productive and integrated. Interestingly, the process of onboarding begins before the actual first day at work.

Success factors during the induction phase

We can divide the first 100 days into three phases:

Orientation phase (0–30 days): Getting to know tasks, processes, and people. Listening, asking questions, absorbing information. Integration phase (30–60 days): Taking on your first independent tasks, building relationships, establishing communication channels. Positioning phase (60–100 days): Taking on responsibility, contributing your own ideas, setting priorities.

Key success factors include:

-Structured onboarding plan (e.g., 30/60/90/100 days) – consisting of preparation, assessment, planning, implementation, and measurement.

-Mentoring/buddy system: New employees receive support and can build informal networks.

-Regular feedback and self-reflection: Reflection is important during the induction period—what is going well? Where are there uncertainties?

-Relationship management and network building: It's not just about technical skills, but also about trust, understanding, and social integration.

Special challenges for expatriates

For expatriates, getting started is even more complex because they are working in a new cultural environment. In addition to their professional tasks, they also have to adapt to cultural differences: language, communication patterns, understanding of hierarchy, work and time cultures.

A study on international employees (‘self-initiated expatriates’, SIE) showed that embeddedness in the host country – both professionally and socially – crucial to the intention to stay in the host country A targeted onboarding program—with a focus on language, intercultural communication, and social integration—ensures significant improvements in all three areas, as cultural distance, i.e., between the home culture and the host culture, has a very strong influence on expatriates' job satisfaction.

For expatriates, it is not only important to familiarize themselves with their new job, but also to adapt to the new culture, overcome culture shock, integrate socially, and understand informal rules and norms. During this phase in particular, support from an experienced coach who is also familiar with cultural and labour law aspects is essential.

Strategies for a successful start abroad

The following strategic approaches are particularly recommended for expatriates:

- Intercultural preparation: Before traveling or starting work, you should familiarize yourself with the country's culture, working styles, and communication styles. Training courses or exchanges with expats already working in the host country can help.

- Mentoring + local networking: A mentor or “buddy” from the host country or with experience abroad makes it easier to navigate the new environment.

- Patience, openness, self-reflection: Adaptation takes time. Those who judge too quickly or try to automatically apply the norms of their home country risk conflicts. Regular self-reflection helps to examine one's own expectations and recognize learning steps.

- Structured onboarding plan in the host country: The typical onboarding plan for the first 100 days (as described above) should include cultural modules: familiarization with the country's culture, language support, building social contacts, understanding the work environment.

- Self-care and social balance: Culture shock can be emotionally stressful. Contact with home, exchanges with other expats, leisure activities – all of these contribute to resilience.

- Feedback and goal setting: Clear goals, metrics, and feedback cycles should be defined in the early stages – ideally together with the manager in the host country.

Conclusion

The first 100 days in a new job are much more than a formal induction period – they are a learning and development process on several levels: professional, social, and cultural. The protection afforded to new employees gives them the opportunity to learn at their own pace, gain experience, and build trust. However, it is crucial to actively shape this period, find a balance between observation and action, and consciously build relationships.

For expatriates, there is an additional dimension – that of cultural integration. Language, social networks, cultural norms, and working styles must be understood and navigated. Research shows that a positive organizational culture, targeted onboarding, and good social integration are factors that promote a successful start abroad.

Those who are open, curious, and reflective and who act proactively both professionally and socially—lay the foundation for long-term success. Whether in your home country or abroad, the trick is to maintain a balance between learning and shaping, adaptation and authenticity, respect and initiative.

I regularly publish articles on the topics of ‘living abroad’, ‘mental work coaching’ and ‘expatriates’. If you would like to be coached on your individual path to make this phase in your life easier, please do not hesitate to contact me.

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