When you start a new job, you want to get off on the right foot with all of your team members -- and impressing your boss is high up on that wishlist. Hit the ground running on day one by showing your commitment to both your role and the overall success of the organization.

These six entrepreneurs share the ways in which their newest team members wowed them in their first few weeks.

Ask the right questions.

New hires may be eager to look like they already know it all, but it never hurts to ask thoughtful questions. Bryce Welker, founder and CEO of CPA review site CPA Exam Guy, appreciates an employee who shows their desire to get a better feel for the job and the company itself.

"When I brought on a new team member for some simple data entry, he immediately impressed me by asking insightful questions about how other aspects of our business worked," he says. "He was good at his job but what was more important to me was that he demonstrated a desire to learn more about our company."

Have a solution in tow.

Go one step further and have a solution in mind when you ask a question -- that's how you'll impress Matthew Carpenter, founder and managing partner of college financial aid company College Funding Services.

"I always evaluate how a new employee asks questions. We encourage questions, of course, but I want to see if they have a solution in tow. One of my favorite new employees had this natural habit from day one," he says. "She would come into my office and say, 'Based on my research, this is what I think is the best solution to my question. However, I have some conflicting information, so I'd like you to confirm.'"

Show, don't tell.

"Most of us have little time to keep close tabs on our employees to ensure they are handling their responsibilities," says Blair Thomas, co-founder of high-risk merchant account provider eMerchantBroker. So, clearly outline what you have accomplished rather than waiting for your manager to ask.

"One of my employees made it easy for me to see what she was achieving. She submitted goal-oriented reports to show what she had accomplished and proved to me that she could take on more responsibility," says Thomas. "Her reports were very helpful because she outlined how her efforts were impacting our bottom line."

Look for learning opportunities.

High performers are those who are always hungry to learn. Vanessa Nornberg, president of wholesale body piercing and costume jewelry company Metal Mafia, was happy to recommend a book to an employee who showed commitment to improving his sales game.

"A new employee who had just started working as a sales rep for my company impressed me when he asked if there was a book he could read to learn more about selling," she says. "It showed he was interested in what he had been hired to do and also told me he was willing to go above and beyond to improve. I didn't have to spoon feed him his motivation."

Conduct ongoing research.

Don't shy away from proposing solutions if you notice an outdated or inefficient way of doing things. According to Marcela De Vivo, CMO of working capital lender Mulligan Funding, that's one of the advantages of bringing on a new employee with a fresh set of eyes.

"I had an employee who noticed that we were spending a lot of time syncing our inbox with the outreach tool we were using at the time. During his off hours, he researched solutions and realized that we could automatically sync the tool. After implementing his solution, my team has saved thousands of hours in mundane tasks," she says. "New team members should look for opportunities to improve workflows and processes, and then research and propose solutions."

Stay alert.

"I like to see an employee who proves they are alert and on the ball early on," says Zev Herman, president of Superior Lighting, an authorized distributor and supplier of wholesale light bulbs. This refreshing quality can jumpstart a team that has started to stall.

"Let's be realistic: Companies stagnate and people start to run on habit instead of awareness," he says. "A new employee once caught something we were supposed to deliver but had not done yet, and we were able to get everything done correctly on time. That quality of alertness is key."