5 Tips for Becoming Employee of the Year
Are you looking to make an impact at your company but struggling to stand out among your colleagues? Here are five tips to give you a leg up in the competitive job industry so you can make a name for yourself and be in line for the next promotion or company recognition.
Lend a Hand
Your boss’ primary focus is likely to develop strategic initiatives to ensure the organization’s long-term future. In addition, their to-do list is overwhelming and little details can be lost along the way. How can you make a difference for your boss and the organization? Don’t wait to be asked to complete a task or project. Take the initiative and formulate a strategy or ask how you can lessen your boss’ workload. Your contribution will not go unnoticed.
Be Positive
Your attitude and demeanor can make a difference when being evaluated by your manager. Are you enthusiastic and willing to contribute wherever possible, or do you sulk when things don’t go your way and appear disinterested? No one wants to be around someone who is irritable and unapproachable. Exhibit a positive attitude and good things will come your way. Plus, your attitude will have a positive effect on your work environment.
Develop Multiple Skills
Always increase your value in the workplace by enhancing and improving your skills while looking to develop new ones. If you are asked to attend a meeting that does not directly impact your role, accept and make the most out of the opportunity. You could develop valuable insight into another area of the company and decide this may be a better fit for you in the long run. The more you can learn about your organization as a whole, the more marketable you will be in the future.
Become Your Manager’s Go-To Person
The more reliable and responsible you are, the more you will be trusted by your manager. Do you execute and complete tasks effectively and in a timely manner, or is your manager constantly correcting your work and reminding you to do things? Gaining your manager’s trust will offer more opportunities for you to work on a variety of projects because you have demonstrated the ability to perform at a high level. Being identified as the go-to person for your boss can go a long way in your development.
Take Responsibility for Your Work
You were hired to do a job so it is up to you to know it inside and out. Take training seriously and pick the brains of your peers to better understand the position. The more you go above and beyond what is required of you, the more you will be noticed. When issues arise, take responsibility for the problem and determine a course of action to correct it. During times of adversity, people are often quick to point the finger at others. Break the mold and take responsibility. It is up to you to make the most out of your opportunities and challenges—how will you respond?
Sources: Forbes and The Real Truth
Related resources:
Webinar: Creating a Successful Development Plan for High Potential
Employees
Article: A 3-Step Plan for Nurturing High-Potential
Employees
Article: Book Study Feature: The Alliance: Managing Talent in the
Networked
Age
The Definitive Turnover Guide
Replacing employees is expensive. Learn the true causes of turnover and what to do about it.
Read NowMore to Discover
Why Diversity in the Workplace Matters
The latest research from the likes of McKinsey and the Harvard Business Review reveal that companies with diverse workforces are more profitable and have greater chances of attracting and retaining top talent. Still, many organizations have been slow to develop inclusion strategies primarily because they’re unsure how to promote and execute these initiatives. Start from the top In McKinsey’s research, they found that companies with the most diverse executives are 33% more profitable. Diverse management teams promote more innovation because individuals from different backgrounds with unique minds and ideas can come together and share input based on past experiences. If you’re looking to optimize a process or solve a lingering issue,...
Warning Signs of Disengagement
Four out of five medium and small businesses say they don’t effectively engage their employees. Why? Because many organizations lack ownership and the resources needed to understand what actually motivates their people. Organizations also tend to ignore the warning signs of disengagement believing a few unhappy employees can’t sway the masses. But similar to bankruptcy, disengagement happens gradually and then before you know it, the majority of your workforce is affected. Only 33% of employees are actually engaged at work, according to a Gallup study. Not only can disengagement quickly spread throughout an organization, but its impact is felt across all areas of the business. From lost productivity to affecting morale and even customer...
How to Create the Ideal Employee Experience
All companies covet an engaged, motivated workforce. When your people are engaged, they don’t behave like an average employee. They’re more like committed volunteers devoted to a mission, always seeking new opportunities to boost morale and make a difference. It’s no surprise then that, according to DecisionWise, in 2017, 73% of executives said employee engagement was a top concern. Yet Gallup’s annual survey of engagement continually finds that only 1/3 of employees are engaged at work. Most (51%) are not engaged and, even worse, 16% are actively disengaged. With so many companies focused on engagement, why don’t we see better results? A primary reason is that not all companies focus on the employee experience. Everything from...