to Improve On-the-Job Recognition
In my current position I've worked hard but haven't achieved the
promotions and recognition I deserve. Although I get consistently
good ·reviews, my manager doesn’t think of me when he assigns
special projects or recommends people for advancement or management
training. While I enjoy my job and the camaraderie with co-workers,
I'm beginning to resent being passed over.
situation be salvaged, or do I need to find another company and
start fresh? Obviously, staying put would be easier, but I'm willing
to make a move if necessary.
It's likely that you can change your situation by improving how you
communicate with your manager. Tills will take time and effort, but
if you like your company it's worth it. Because you didn't
specifically mention requesting more responsibility, I'm going to
assume that like many competent people, you do a good job, but
neglect to ask for what you want. You may be keeping silent on this
You're afraid to discuss it.
You don't know what you want.
You’re assuming that through some
mystical force, your manager recognizes your goals and doesn't
need any prompting from you.
the above will thwart your ambition if you don't take action to
change your behavior. To get your career back on track, try the
Visualize what you want in the next
one to three years. Identify both your best skills and those you
want to improve. Think about ways to use those skills, either
through a special project or via a lateral move to another
Next, schedule an appointment with
your man ager to discuss your career. While it requires putting
your ego on the line, find out if he thinks you have the
potential to move beyond your current position. If he doesn't,
you_ can either decide to accept his opinion, ask for a transfer
or start looking for a new job.
he recognizes your talent but hasn't made a major effort to develop
it. He may think you're happy where you are or he may pay more
attention to the needs of other, more assertive employees. "The
squeaky wheel gets the grease" has become a cliché for good reason.
Those employees who volunteer for skill-building assignments usually
are a lot more likely to get them than those who wait and hope to be
Talk with your boss about the skills
you want to use and build. Solicit his opinion on your strong
points and those that need work if you are to advance. Be sure
to make it clear that you want honest feedback. It's important
to clarify his perception of your current performance so you can
measure your progress. Without an initial bench mark, it's
difficult to take credit for for ward movement.
Finally, set some specific goals and
action plans that you and your supervisor believe will foster
and document growth. These should be set within a time frame and
conform to the RUMBA criteria (reasonable, understandable,
measurable, behavior and agreed upon). You also should plan to
get together regularly, once every one to three months, to
monitor your progress. Remember, now that you .have captured his
attention and commitment, you must periodically rekindle his
interest. One serious discussion won't revolutionize your
process should work for you if you persist in using it for a year or
so. However, if you find that no amount of targeted effort seems to
increase your status, consider changing jobs. While your plan may
not have worked in your current company, you will have gained some
valuable experience in asking for what you want and increasing your
expertise, both of which will be useful anywhere you go.