Most people would love to get a promotion at work. And bosses and business owners would like it if more of their team were proactively acting in ways to show they were candidates worthy of being promoted. Meaning they are not verbally saying: “promote me.” It is their actions showing them as candidates for the next level which are important.
Of course talk is cheap without the right actions and follow through. Use this as a mandate for what you should do to be promoted. Equally, business owners and managers use the points outlined as motivation and pointers for those in your team you think show potential to go to the next level of responsibility. So what do you need to get promoted?
As an employee who wants to “go higher”, nothing impresses those above you more than doing what you say you will do and should do. Know what you are accountable for in your current job description – you should have a job description and if not, actively push for one or create your own one and give it to your boss. Make sure that you deliver to at least an 8.5 out of 10 level or higher. You should know what 8.5 out of 10 personal performance looks like, and if not, make sure you agree what you need to have delivered to reach and beat this standard.
Promotable employees are proactive in many ways. They are proactive in sharing new ideas; identifying things that are not working and need to be fixed or improved (even proactively sharing bad news sooner than later) and having solutions for a question rather than just asking their manager what they should do.
It also means being active in trying to help others do a better job and learning new things to stretch themselves through to giving constructive feedback to their boss. Of course you need to be careful to not be arrogant and big headed. Do it in a caring way that shows you genuinely have the companies best interests at heart. Proactivity is a beautiful thing in the eyes of your employer.
The best staff live the values of the company day in, day out. Your personal values should be a natural fit to your employers core values but make sure you think about your companies values and consider what you can do more of or better to actually meet and exceed these measures. When people come to choose whom to promote, those who live the values are likely to be a lot higher up the list regardless of their technical skill fit. Technical skills can often be taught, but living the values is more difficult to teach. Interestingly, if your company does not have formal (eg. written) core values today, it is likely the traits of the most promotable employees are what you might brainstorm the core values to be. True story – sometimes you actually have to leave the company you work for if you do not agree with its values and if it is not inspiring you to want to perform to your utmost. When you find a company you really buy into, the sky will be the limit for you.
It is a big turn off when a manager has to repeat their instructions or thoughts because an employee did not take notes and relied on memory. Very grating! Of course if you have any confusion around what your manager expects or said, you need to raise it as they will respect you for “double checking” that your understanding of what they want is the same as what they said. Also deliver what is expected of you to the timeframe that is expected. Pretty simple really.
It goes without saying to be friendly (a smile goes a long way). Good luck in getting that promotion. Managers and business owners, good luck in getting some of your team to be hungrier to go to the next level.
Zac de Silva is an award-winning business coach who owns www.businesschanging.com. Visit Zac’s www.accme.co to sign up for regular challenging business-thinking questions to build a prioritised business plan. De Silva is also co-founder of www.nurturechange.com, the Fiji business retreat in November 2016.
As Published on April 17, 2016 @ Sunday Star Times and Stuff.co.nz
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