How Employees Who Get Promoted Do Things Differently
There are some employees who seem to just skyrocket through the ranks of a company. You’re sitting there, working away, doing what you believe is a pretty good job, and yet, you don’t get the opportunities that person gets. What are they doing differently from you? How come every time a possibility for advancement comes up, you just know that that one person will get it? You can’t help but wonder if something like nepotism or favoritism is at play—or something more sinister. Deal with the Devil, maybe? But, you also kind of know that isn’t true. Maybe you just have to look more closely at how these people go about their regular tasks.
There are two types of employees in the workplace—at least when it comes to moving up. There are those who just aim to not get fired, and those who aim to make a difference. Not wanting to be fired is a very relatable and understandable motive. You need an income. You are so focused on just doing your assigned and expected tasks well that you don’t see how you could look outside the box of that. But that’s just what the employees who are constantly promoted do. They think bigger than their immediate role.
It’s very rare that someone gets promoted simply for doing her job, even if she does it quite well. Think about it: when you’re promoted, you take on new responsibilities and have to handle a whole new roster of tasks. If you don’t display the ability to do those things in your current job, then how is anyone to know that you could do them, should you be promoted? Rising in the ranks of the company requires quite a bit of ambition, creativity, and hope. If you’ve wanted to get promoted, are losing steam on your goals, and are unsure what you’re doing wrong, here are ways those who get promoted do things differently.
They request evaluations
They ask for regular and frequent evaluations. While your company may require that you’re evaluated at regular intervals each year, the employees who rise up ask for even more evaluations. And, they want in-depth ones. They want to do an in-person meeting with their superior to discuss their evaluation, rather than just get the results via email.