How do you know you’re doing well at work?
When you’re a great professional, you want to do your best work every time.
Though at times, you second guess yourself. Some days are easier than others and you feel stuck. You can’t get a firm grasp of what you’re doing. It might be because of the new software – or learning to take your boss’s criticism with an open mind and heart.
You know it’s good for you. But it’s a tough pill to take. Especially, when you backtrack and think that you receive more negative feedback than praise. The thought of not doing well creeps in. And you start to worry you aren’t performing well enough to stay in the company.
Before your thoughts spiral down, there are some indicators to look out for to know you’re doing better than you give yourself credit for. The reality is that more negative – or constructive feedback – is an indicator of your manager’s confidence in what you can do. They know you can take it. That’s why they are giving you the tools to do better and develop. They want to challenge you because they know you set the bar high for yourself.
Another indicator that most professionals don’t notice is more responsibility. Initially, when you have so much to do – you aren’t inclined to accept more projects. It might even feel like a punishment to be given so many tasks to do – all at the same time. Conflicting projects with tight deadlines are not a happy prospect to encounter. Here’s what all that added work means: more often than not it’s because you’re a reliable and competent employee that gets the job done.
No manager in their right mind would entrust a crucial task to someone they think will fail at it. So, take heart and stand tall, that’s a vote of confidence to you. Besides, when your workload is beyond what you can manage – your manager is there to support you and help you triage those tasks effectively to completion.
The other end of the spectrum would be when your teammates go to you for advice. It shows they recognize your expertise in a subject matter. They want to learn from you. An effective way to influence or change a person’s perspective is by first convincing the people around them. You highlight your dependability when you earn your manager’s trust – and when you do, you win your team’s trust as well. It works both ways so that when it is your turn to seek assistance, you are sure to have it.
The biggest indicator is when your manager asks you to represent her/him or the company. There can be no doubt that your manager knows you would ace the assignment.
Remember that as you mature in your role, the praises tend to slow down. However, your manager sees the value you bring to the table – so why can’t you?