In my continuing series of things that are not exactly on topic, let’s talk about career advancement.
Whether you know it or not, you’re in marketing. You have a product to sell, and that product is you. You have to sell yourself to your boss, to his boss, and to your coworkers. Not in a “lady of the night” kind of way, of course, but in a “my work deserves recognition and compensation” kind of way. No one is going to do that for you. Your company is not going to pay you more out of the kindness of its heart. Your boss is not going to give you the best assignments just because you’re there. Your name is not going to get in front of the higher-ups just because you show up on time every day. You have to make these things happen. You have to market yourself.
We seem to have this idea that the workplace is a meritocracy. If we show up on time, stay late once in awhile, meet our deadlines, and periodically bring in cookies for the department meeting, someday, someone will notice and reward us. Most likely, that is just not going to happen. All that will happen is that you will get a nice performance review, you will get your cost of living increase every year (if you’re lucky), and everyone will say thank you for the cookies.
The workplace is not a meritocracy.
If you are the best performer in your company, if you beat your quota by leaps and bounds, if you put in more time than anyone else, if you implement a new procedure that saves 1,000 hours and $1,000,000.00, all your company is going to do is say, “thank you,” unless you actively tell them that you expect more than that. Doing your work well, even if you do it better than everyone else, is not enough to “get you noticed.” Stop trying to “get noticed” and make people notice you instead. There’s a difference. Dressing for the job you want is nice and all, but if you don’t tell anyone what you’re dressing for and why you’d be amazing in that position, all they’re going to do is compliment your shoes.
A couple weeks ago, someone left my department. She had been there a few years, a little longer than I have, and was by all accounts a good worker. She was well-liked and dependable, and did her job well. I am told, although I do not know if this is true or not, that part of the reason she left was that she was upset when I was promoted. Not so much that I was, but that she wasn’t. She had been with the company longer, did good work, and in her mind she had been passed over.
I go to work on time every day, I do my job, I’m well-liked and dependable. Same as her. So why did I get the promotion when she didn’t? Because I asked for it. I interviewed for a management position in my department. The position was eliminated before it was filled, so I didn’t get the job, but I was the only person in the department who interviewed for it. I was the only one who stuck my neck out and sat in a room across the table from all of the other managers in the department and said, “I can do this job, and let me tell you why.” When the end of the year came around, they still didn’t have the authorization for the management position, but they did get authorization to put me into an in-between spot. They actually created the position for me. They didn’t have to do that. So why did they? Because I marketed myself. And when the management position comes around again, I will market myself again, and I will get what I want because I asked for it.
With companies downsizing and looking to cut costs, many of us have taken on additional work, additional hours, additional responsibilities. Have we been compensated for them? Probably not. But, have we asked for that additional compensation? Most people are afraid to. Unless you have a really hostile work environment, though, you’re not going to get fired for asking. Last year I fought both my promotion increase and my merit increase. I lost the battle on both fronts – but I didn’t lose any money. I still had the original increases. I still had the respect of my boss, and hers, and hers, because I handled the situation professionally rather than ranting and raving. And I got a one-on-one meeting with our department VP (not easy to do since he’s based in Europe) in which I got to tell him all that I had accomplished in the past couple years, and all of the things I was working on. Now I’m on his radar, because I asked for what I deserve. If nothing else, I know now that he is watching my work, because he’s told me as much.
You don’t have to wait until review time for this conversation, either. If your company has mid-year reviews that generally don’t include salary increases, that’s a great time to discuss your responsibilities, accomplishments, and compensation with your boss. If not, set up a separate meeting. I know it can be nerve-wracking, but you’re smart enough to come in armed with facts and figures, right? You’ll have the supporting documentation to show your value. Even if you don’t get exactly what you want out of that initial conversation, it can lead to positive results down the line as long as you keep things calm and professional.
If you do nothing but your job, even if you do it really really well, the company will do nothing but assign you work and pay your salary. If you want more than that, you have to speak up. You have to market yourself. You know what you want, now let others know about it as well.



























