Being readily accessible benefits everyone. Ram Reddy is the Chief Information Officer at The Rockport Group, offering high-quality dress and casual footwear to customers globally. Despite the daily challenges he faces in his busy workplace, Ram is committed to being accessible to those who reach out to him.
I have a new book coming out in April 2020 called Drive Your Career: 9 High-Impact Ways to Take Responsibility for Your Own Success. In this book, I share experiences and advice on how to successfully navigate your way through ever-changing work environments.
Your time is precious. Your days are already packed with meetings, conference calls, overdue deliverables, and unanticipated interruptions. Working to raise your visibility in your organization and industry requires that you focus your precious time on specific activities and behaviors that help you produce results. Anyone can engage in a bevy of activities that keep them busy, yet you cannot afford that luxury. In other words, the investment of time and energy you make in your efforts to raise your visibility must be productive. What is the difference between keeping busy and being productive?
Reputation is the intangible ways in which we connect with others. This is where activities and behaviors that help you be known in your organization and industry exist. I like to think of reputation as the echo you leave when you exit a room. Your reputation is what your colleagues say about you when you’re not there. Perhaps your colleagues are commenting on a presentation you just gave, an interaction you just had, or your candidacy for a promotion. Do you know what they are saying about you? More importantly, what do you want your colleagues to be saying about you?
It is important to recognize that visibility and value are deeply symbiotic in your organization and industry. You already know that professional risks exist for busy business professionals who are invisible or undervalued in their organization. You do not want to be visible without providing value, and it is hard to demonstrate the value that you provide if you are invisible.
Research tells us that how we define something dictates the activities we subscribe to it. There is a famous example from the turn of the 19th century that illustrates this point. In an effort to change how the public perceived his company, the president of a railroad company declared, “We are not a train company – we are a transportation company!” Suddenly, by viewing his organization as a provider of transportation and not just an owner of trains, he created new customer perspectives and business opportunities.
Another reason networking while employed and performance appraisals are becoming increasingly ineffective is the explosive growth in professional transparency. As recently as seven years ago, unless the subject of your search was your favorite movie star, rock star, or politician, your ability to find details about another individual was challenging. This was not due to your faulty research skills – information about an average individual simply did not exist publicly.
How do you know if your organization has a performance management system? Once a year, your boss is thrust into the dreaded “performance management cycle.” There he is required to complete numerous performance appraisals. Many managers rush to complete their appraisals en masse the Sunday night before the appraisals are due. While most of their ratings are influenced by the rankings and bell-curve pre-established by the organization. Upon the completion of an exhausting approval process, he finally schedules a meeting with you. Following the meeting, you rush back to your cubicle, call your significant other and exclaim, “I got a 3.5 on collaboration!”
History will not be kind to the performance appraisal. After decades of lackluster experiences, stale formats, and non-existent correlations between assessment and achievement, most savvy business leaders and modern management experts would tell you that the performance appraisal is a well-intended yet failed exercise in behavior modification.
While it is inevitable that the dreaded performance appraisal will cease to exist in its current format, some form of performance measurement will continue to exist. One reason is that roles where value creation falls into a category called “individual value” will need a performance management system to measure how foundational activities impact the organization.