That might work for a while, but for such people, once the list is complete, their job is done. Their work is always the minimum required, even if they work hard and do a great job with their assigned tasks. An employee who can see what needs to be done is able to spot problem areas in customer service or experience. It means they have a big-picture view that extends past job requirement expectations. If something goes poorly, they can simply say that they were only doing what they were told.
They have no ownership in what they do and how they do it. An employee who has to have someone over them telling them what to do, no matter how great a worker they are, is not ready for promotion. Look for an employee who can spot work that should be done, could be done, or areas where improvement is within their reach. The second part of self-motivation is doing what needs to be done.
An attitude of being willing to do the work that is necessary. This is directly tied into a work ethic that looks at work in a positive way instead of a means to an end. That is, an employee with this trait sees that work has its own benefit, and has an attitude that the goal is a successfully operating business or customer experience, whoever ends up making it happen.
The flip side is someone who looks to do the minimum work possible to achieve the minimum results that would still be considered a completed job. An employee who works to fill out the hours and get a paycheck is not promotion material.
An employee who exceeds work expectations for the big picture, whether the paycheck reflects it or not, is. Someone who genuinely believes they have something to learn can be redirected if they get off track. Instead, they are always looking to improve themselves, their work, and the same for those they will manage.
Yet we often mistake a fast talker or quick responder to someone who thinks quickly on their feet when this is not always the case. A fast talker, or someone who responds immediately to every question, does not necessarily indicate a fast thinker.
It might simply be a case of someone who speaks before thinking things through. The first has to do with building a team where everyone feels necessary. Part of listening to people is to give them a chance to be heard and feel that they are a part of a team. While people always want to advance and feel like they're making progress, you'll want to make sure that this is really the role for them.
This might take some digging and frank conversation, but make sure you ask the question. Too often I've seen someone promoted because they were "perfect for the job," only to find out that they took the role under duress and miss their old position.
Without a real desire and internal motivation to take on the role, the results will be lackluster at best. Moving up the management ladder will mean more projects, more people, more issues, and more demands. If someone hasn't developed the skills to deal with multiple--and at times conflicting--priorities and learned how to allocate their time effectively, they can quickly become overwhelmed and ineffective.
Make sure they have the management skills to take on these new challenges. If the promotion you're considering involves new skills and capabilities, you need to make sure they are trained and ready.
Moving someone into a management role that requires project budgeting and forecasting when the person doesn't know how to use a spreadsheet will be a disaster.
Find ways to learn new skills from other employees or managers and develop them further. Showing that you're improving yourself and your talents makes employers feel more confident in promoting you to use your newly gained strengths to your best abilities. People who receive promotions typically possess great problem-solving and critical thinking skills, since they're usually needed to solve more complex industry or organizational issues.
You can prove you're ready for this by finding innovative solutions to any problems posed on your team or by your managers. If a supervisor mentions a complex problem they're trying to fix, volunteer your time to offer new, creative and effective solutions.
Many employees in leadership roles use technology to complete their regular job duties, like assigning tasks, checking in on a project's progress and building their schedules.
Adopt new tools and applications that help you complete your own job more effectively or teach other team members new software systems that improve efficiency levels of the entire organization. Find ways to work with other members of your team and regularly collaborate on projects together.
This demonstrates a dedication to teamwork, which can show managers that you're able to effectively work with others. If you can work well on your own teams, then you're more likely to get along well with other leadership members to brainstorm and implement big-picture ideas if you're promoted. Consider researching the role you want. If you learn most promotions require certain knowledge or education experience you don't have, find ways to receive this additional training.
For instance, if you hope to land a role that usually requires a master's degree, consider taking courses in the evenings or over the weekends to earn your degree while still working in your current role. The best way to make your case for a promotion is to have clear documented evidence of the accomplishments you've reached.
Anytime you meet impressive goals or bring in positive results to the company, write these down for future reference. When you've spent years performing well with the company, gather your documentation and put them into a presentation to provide your supervisor as you prove why you deserve a promotion.
Becoming a great leader means being willing to understand what you need to do to improve and perform to your best ability in your role.
Meet with your supervisor and tell them you're interested in moving up with the company. Ask them if there are any elements of your role you need to work on getting there. This shows your manager you're willing to improve yourself and to work hard to excel in your career to deliver impressive results to the company.
Find jobs. Company reviews. Find salaries. Upload your resume. Sign in. Career Development. What are the benefits of a promotion? Complete more high-level tasks. In one case, a boss chose not to promote someone because they were more reactive towards advancing their career, and complaining of boredom. For another boss, the employee was doing just fine — and that was it.
Another feared that a promotion would set the employee up for burnout. Visit Business Insider's homepage for more stories. They're reactive, rather than proactive. They do their job just fine, but don't go above and beyond. They're on the verge of burnout. Loading Something is loading. Email address. Promotion Work employee.
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