the Value Conversation with Your Boss

Raise Your Visibility & Value: Steps to Take After the Value Conversation with Your Boss

1. Send a recap of your conversation (i.e., what you heard, next steps) to your boss.
2. If appropriate, schedule a follow-up meeting to continue the conversation and to ensure that you keep making progress.
3. Focus on the next steps that move you closer to connecting your contributions with the business’s performance.

~~~~~~~~

Ed’s new book, Raise Your Visibility & Value: Uncover the Lost Art of Connecting on the Job is now available on Amazon and Barnes & Noble. Please check it out and share the word!

Talking Points to Make During the Value Conversation with Your Boss

Raise Your Visibility & Value: Talking Points to Make During the Value Conversation with Your Boss

1. Consider saying something like the following to get the conversation going:

  • “Thank you for finding time to speak with me about the value I create for our organization.”
  • “I appreciate the information that was shared in my last performance appraisal and I am continuing to focus on the areas of opportunity that we have  identified.”
  • Continue reading

Steps to Take Before the Value Conversation with Your Boss

Raise Your Visibility & Value: Steps to Take Before the Value Conversation with Your Boss

1. Identify the business performance drivers that are important to your organization. Brainstorm with a colleague, speak with a senior leader, or talk with  someone in finance, sales, business development, or operations.

Continue reading

Having a Value Conversation with Your Boss - How Might She Respond?

Raise Your Visibility & Value: Having a Value Conversation with Your Boss – How Might She Respond?

There is no greater activity to begin the process of raising the value you create for your organization than a conversation with your boss about value creation. By approaching your boss and requesting a conversation regarding value creation, you are already raising your value in your organization. Yet, at the same time, this is not a conversation being held in organizations across the globe. Hence, when responding to your request, your boss may be:

Continue reading

How Do I Conduct a Value Identification Exercise?

Raise Your Visibility & Value: How Do I Conduct a Value Identification Exercise?

Take a moment to think about a key activity/project in which you are currently engaged. An activity tends to be smaller and completed on a recurring basis, while a project tends to be larger and done only once. An effective strategy in completing your value identification exercise is to find a colleague who can help you think through this important information. Think about the following:

Continue reading

How Do I Start Raising My Value?

Raise Your Visibility & Value: How Do I Start Raising My Value?

With so many options and possibilities already existing in your organization, you can start raising your value immediately. Before you jump out of your chair and begin the shift from good performer to valuable employee, however, you need to do the following two things:

Continue reading

Value Creation Is Financially Based

Raise Your Visibility & Value: Value Creation Is Financially Based

Raising your value is defined as performing activities that connect individual contributions with business performance. To be considered a valuable employee, you must tie as many of your activities as possible to how your organization measures how well it’s performing. For most organizations, business performance is predominantly measured through financial performance. As you work to create value for your organization, you must focus your activities on your company’s financial performance.

Continue reading

Good Performer or Valuable Employee

Raise Your Visibility & Value: Good Performer or Valuable Employee?

Other people are similar to you. They are working hard to stay afloat and stay ahead. Their workplace is fast-paced and ever-changing, just like yours.

All of you have grown up in a culture focused on numerical ratings, bell curves, and annual performance assessments. You rush from meeting to meeting and conference call to conference call so blindly that months pass by before you open your eyes to see where all your rushing has taken you. You have little time to think about yourself. You defend “where you are” professionally by deluding yourself that being a good performer is enough. Yet, today’s competitive and fast-paced workplaces are demanding more from business professionals. Your organization does not have the time or money to train you to be a good performer. As a stand-alone differentiator, good performance is no longer enough – it is expected!

Continue reading

Three mistakes you're making today

Raise Your Visibility & Value: The Three Mistakes You Are Making Today

Deep within the heart of your organization’s cubicle farm and hidden down hallways of closed office doors, you and dozens of your heads-down colleagues are working hard to stay employed. Our performance appraisal, metric-based culture has created generations of individuals like you who believe that good performance alone ensures job security.
Continue reading

Ed Evarts

Raise Your Visibility & Value: What Is a Valuable Employee?

When I assert that you must achieve more than just doing your job well, I am not suggesting that doing your job well is not important. Conversely, in today’s excruciating work environments, good performance is expected. Your organization is finding less time and spending less money to train you to be a good performer. In her recent Wall Street Journal article, Herminia Ibarra of INSEAD continued to reflect that “Businesses are putting managers in a tough spot: They’re forcing bosses to take on many new responsibilities – but they’re not training them to get those jobs done.”
Continue reading