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Last Topic: 6:18:24pm, 07/06/2023
Last Post: 9:14:00am, 04/21/2024
Glob posted...
This is pretty solid advice. Some people will still call it brown-nosing, but honestly, who gives a fuck?
Its not just about being the most deserving person for a promotion. Its also about being perceived as such.
Exactly. I am a manager now and I have multiple great employees that work under me. The problem is that unless they put effort to show they are interested in being promoted, I won't know. If I have two equally-great employees that put out the same quality work, but one just does their work quietly and goes home, while the other one shows an interest in the company and goes above and beyond, they would seem like the most natural fit for the promotion.
When an employee is brown-nosing, it's usually pretty obvious. They tend to apply these tactics in place of quality work instead of in addition to it. In the above scenario, I will give the promotion to the quiet worker if their output is generally better. But that's also assuming they have the skills that the promoted role requires (i.e. public speaking ability for meeting with stakeholders). That's why continuous professional development for the role you are seeking is super important.
One thing I also forgot to mention is that the interest in these additional projects and initiatives should be genuine. Don't fake your way through this. If you hate everything you have to do to get promoted, you will likely be miserable in the promoted role as it would likely just be more of that with a new title and a pay bump. In that situation, you are better off looking for a job elsewhere for the promotion opportunity.
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