We all like to think our good work will be recognized and rewarded, but that assumes our managers are tuned in and know what we’re doing. In the real world, managers often have their own problems to solve, and are under daily pressure to report up in the management structure. They may be distracted and unaware of what you’ve accomplished.
Career advancement requires some proactive action on your part to catch your manager’s eye and put yourself in a positive position when it comes time to dole out merit pay and promotions. Here are five ways you can make sure you stand out:
1. Proactively Solve Problems
Staff often try to raise their visibility with management by highlighting issues that are creating problems for the organization or business objective. New problems are frustrating for managers, who would greatly prefer if you were delivering a solution, not just reporting an issue. For example, if you notice a workflow inefficiency, research and propose a better process, rather than just complaining that the current one is slow. Document the new process and create training materials or a template so the solution can be implemented company-wide or by new hires. This shows leadership potential and a focus on results. Employees who take the initiative to anticipate, prevent or solve problems are invaluable.
2. Deliver “Above and Beyond” Moments
As employees, we all expect that advancement will come from getting that “exceeds expectations” check for core responsibilities on our annual evaluation. Delivering high-quality and timely work is foundational, but for high performers on a high-performing team, consistent high performance can become a management expectation rather than a performance differentiator. As a high performer, to really catch management’s eye, you’ll need to find ways to deliver “above and beyond” moments that truly stand out.
3. Make Yourself Indispensable
Smart managers protect and reward staff who are indispensable contributors. One way to make yourself indispensable is to become a Subject Matter Expert (SME) in an area that adds value to your employer. Identify a tool or skill set that is currently missing in your department’s operations, and become the go-to person for it. Master the use of AI or another analytical tool, become the group expert on a complex area of technology or company policy, or create and perfect a new and more impactful type of business report or operating metric. When your manager or colleagues need help in that area, your name will be the first one that comes to mind. You can also leverage your expertise by seeking opportunities for external visibility that will reflect positively on the company and your manager, such as leading a webinar, writing a white paper, or giving a conference presentation. Building a personal brand through external engagements demonstrates your role as a thought leader, and gives your manager high-profile wins they can report up the chain.
4. Volunteer
Look for necessary tasks that consistently fall through the cracks or that no one wants to do, and volunteer to take them on. This might be organizing the team’s shared files, creating better meeting notes, or volunteering to onboard new hires. Tasks that allow you to coordinate a team effort will demonstrate your leadership skills. By taking ownership of these “gap” tasks, you demonstrate a commitment to the team’s overall success, and make your manager’s life significantly easier. Just don’t overcommit to the point your primary responsibilities suffer.
Most significant promotions involve stepping into a role that requires the ability to coordinate work being done across different departments (e.g., Sales, Marketing, Operations). By volunteering to serve as your department’s liaison for cross-functional projects, you can proactively build bridges to other departments. You can cultivate business relationships with potential advocates, and demonstrate that you have an enterprise-wide perspective and the ability to lead without formal authority — a key requirement for most higher management roles.
5. Communicate Your Wins
Managers are not always aware of the normal day-to-day victories, especially when overseeing the work of multiple teams. Create opportunities in a one-on-one meeting or a team update to clearly and concisely share your accomplishments and explain the positive impact they had. Recognize the contributions of others, and don’t take credit for their work. Make sure you highlight the business benefit, not just the completion of the task. This shows you understand the big picture and how your efforts are contributing to the company’s goals.
Closing Notes
Remember, career advancement isn’t a passive reward for good work; it’s the direct result of proactive and visible value creation. The five strategies outlined here all center on shifting management’s perception of you from competent task-doer to strategic asset. By consistently focusing on making your manager’s job easier and your organization more successful, you’ll put your name on the short list for the next promotion or pay increase.
