How to Be a High Potential Employee

With all that is written about how organizations should transform to engage today’s employees, it has me thinking about the responsibilities we have as employees. Our actions shape our careers, and the fact remains that going to work everyday is a two-part equation – employers and employees. Both play a role in success and workplace fulfillment – and it seems the dynamic between the two changes with each passing day.

The Door Swings Both Ways

To consider this equation, we should examine the unspoken “organizational contract” that we make with our employers. What should we (as employees) be doing to maximize our contribution and truly excel? I’ve talked to supervising managers to get their view of the attributes they see in their high potential employees. Here’s the list of what we came up with:

• Strive to be industry savvy – If your are not keeping current concerning the “hot buttons” in your industry, you are probably letting your employer down, and yourself, for that matter. The internet offers endless possibilities to tackle industry specific topics. Get up to speed.
• Bolster your overall business acumen – Not sure how the things you do affect the bottom line? Do you understand exactly how your organization makes and loses money? Become financially literate.
• Take a broader view of your work - When completing an assigned project, try not to simply just check off your task “to do” list.  Always focus on the end-user, whether it would be a client or someone within the organization. How can you make your work more valuable to them?
• Work with a sense of urgency – High potential employees create a road map to get things done and stay on task. As one Senior Vice President described, “They get up in the morning and want to accomplish their goals”.
• Ask about company initiatives – Be as concerned about your organization as you would like them to be about you. Inquire about current challenges and initiatives – and offer to help. You’ll be the better for it.
• Know your fellow team members – Are you assigned to a team? Being a team member is an art form – and an important part of work life today – so do your research. You’ll be more invested in your team if you know about the background and experience of your fellow team members. If you have a tendency to “turn off” opposing opinions, you may look at them differently when you know more about the source.
• Don’t play the career comparison game – Career progress is an individual process. It may be frustrating when a fellow employee climbs the career ladder more quickly than you – but there may be a perfectly good reason. Learn more about them and what they bring to the table. Don’t “abandon ship”. Trust and confidence are key.

Have more to add to this list? Let me know in the comment section below.

Thanks for Your Concern: How to Deal with That Difficult Person at Work

It’s a simple fact, that just like family, you can’t choose your co-workers. It’s also likely that at some point you will be forced to deal with seemingly erratic and mean-spirited individuals in the workplace. It’s tough to prepare for this scenario. When it does happen, most people are shocked and dismayed.

The co-worker that loves what has gone wrong with your day

One category of co-worker that really gets the blood pressure rising is the one who loves to dwell on your mistakes. “So sorry that presentation wasn’t a total home run.” they might comment. Or after witnessing a bit of a criticism directed at you they whisper, “Wow, that’s upsetting.” The behavior catches you off your guard. But take heart -  this is a common reaction to this subtle type of workplace bullying. Most people aren’t able to react right in the moment.

They get under your skin

The memory of the interaction can get stuck on replay. But, you cannot allow this type of individual gain access to your stores of self-worth and start a negative internal script. Talk yourself through the situation with calm and clarity, and put the interaction where it belongs – out of play. Remember, they want to rattle you. That was the intention, so don’t feed into the negative loop.

Strategies to deal with unsolicited commentary

Your first reaction might be to duck around corners to avoid your offender, but you have to take on the attitude that you can handle any situation that comes your way. But, remember the goal should be to end the negative behavior all together and retain your dignity – not to sling an insult in return. Accept that you cannot change this person, only how you digest and respond to their behavior. You have to develop a method to deal with the madness.

Keep these points in mind:

• Don’t feel the need to defend yourself. Remember they are not the ultimate judge of your work. When all is said and done, only your supervisor’s opinion, and your own assessment really matter.
• Limit the “payoff” for their negative behavior. Stay calm and recite a calming mantra. Without the anticipated reaction from you, to be thrown off-kilter, the motivation to converse about your work is greatly reduced and the possibility of a repeat performance is lowered.
• Role play for the next time around.  Change the entire dynamic with a new internal script. Re-play the scenario in your mind, but this time respond diplomatically to the comment. If you are armed with some quick responses, you can approach a similar situation with a bit more confidence

Some suggested responses:

• “I am glad you pointed that out – I’ll consider it.”
• “Is that how you saw it? I am actually very pleased with how things turned out.”
• “Thanks for your concern. “

So, the next time a co-worker shows an unhealthy interest in your blunders, take a moment to collect yourself and remember the words of Eleanor Roosevelt:

“No one can make you feel inferior without your consent.”

Thank them for their concern, assure them you are just fine and calmly walk away.

Dr. Marla Gottschalk is a Workplace Psychologist. Find her on Twitter and Linkedin.