- Michael Doolin has spent 36 years in human resources at firms like PwC, British Airways, and DPD.
- He mentioned that workers frequently do not receive the acknowledgment or comments they desire from their supervisors.
- The seasoned HR professional outlines the indicators employees should watch for that signify they excel in their roles.
This essay, presented as told by him, is based on a transcription of a discussion with Michael Doolin, who serves as the CEO of
Clover HR
And previously served as the head of human resources at PwC, British Airways, and DPD in Ireland. The excerpt below has been condensed for brevity and clarity.
After 36 years in HR, you realize a few things about people. I think 50% of the workforce comes to do a good job and simply wants a “Thank you” at the end of the day. Too many employers fail to recognize that simple acknowledgment can go a long way in keeping people engaged.
Individuals may not consistently understand their position within the company concerning their performance. Those who are driven and aim for career progression often seek acknowledgment regularly. Small signals such as a manager asking someone out for lunch or dedicating additional attention to another employee could create an impression of disparity. This perceived imbalance has the potential to intensify emotions of tension, worry, and self-doubt to significant levels.
Performance management, similar to evaluations, ought to occur more frequently than just annually. Instead, it should evolve into a continuous dialogue with your supervisor. A former manager of mine had a compelling motto: “No shocks.” Ensuring this, managers should engage in regular conversations and conduct performance assessments all through the year.
For me, being good at your job is about how much you’re growing, how much you’re adding value, and how much you’re recognized. If your boss isn’t vocal about your performance, these are signs you’re still performing well at work.
Working efficiently
The ease at which you can do your job — how challenging or awkward it might be — is a good indication of how you’re performing. You might find that your emails are going down or you’ve got time at the end of the day, week, or month because you’ve overachieved.
On the contrary, if you store additional paperwork in the bottom left-hand drawer due to not having addressed it yet, this could indicate that you might be underperforming.
That being said, having a never-ending inbox doesn’t mean you’re doing badly. Automate as much as possible and embrace technology and better practices — these are all signs of a proactive learner. Set up email rules so that you only see the things that are important.
Proper planning
Organizing and prioritizing tasks indicates effective work habits. You should aim for transparency so your supervisor isn’t caught off guard. Procrastinating until deadlines loom large and submitting hasty replies do not demonstrate capability.
You could be providing regular reports and updates, along with ensuring punctual attendance at your workplace.
Positive feedback
When your coworkers, clients, and customers offer favorable feedback regarding professional tasks, it indicates that you’re on the right track.
Engagement
A key indicator of performance is your level of engagement both casually and officially within the workspace. This involvement can manifest through several indicators such as punctuality, grooming standards, teamwork with peers, fluctuations in email activity, and overall eagerness to learn or contribute during office events, discussions, or casual chats.
For an employer, understanding your team members and their working styles is essential. This aspect tends to be underappreciated.
People operate differently when they’re under pressure. Employers can identify those stress points if they have a better sense of that person’s motivations and moods. The best way to do this is by spending time with them.
A work environment should not focus solely on the workplace. We need to remember that the individual is someone who brings unique talents. Therefore, seeing the person as a whole rather than only what they bring to their daily tasks is important for the employer and the employee.
Bringing solutions, not problems
If you’re performing well at work, you’re likely to come up with solutions, not problems. You might turn up to meetings armed with ideas that you’ve thought about and researched. Coming up with a solution that’s well-evaluated is useful. And if you make a mistake, you’ll acknowledge it and have a workaround.
Curiosity
A key indicator that your work is progressing smoothly is if you find yourself feeling curious. You will likely pose numerous queries and exhibit enthusiasm for learning more. You could start questioning established procedures within the organization—such as pondering the reasons behind specific practices—with an aim to eliminate obstacles and foster new possibilities. This demonstrates both your curiosity and your desire to contribute positively.
Ask for feedback if you’re still unsure
If you feel you need feedback, ask for it. Ask your line manager or supervisor: How am I doing? What do I do well? What do I not do well? Tell them you’d appreciate regular feedback and suggest grabbing 15 minutes at the end of the day. This can be done informally.
Like running a race, you can always establish what your PBs look like and create your own milestones, whether it’s getting your inbox down to zero or taking on a new client. You can do this by keeping a workplace diary or setting your own KPIs.
Gain some perspective as well. Numerous individuals concentrate on self-fulfillment through their careers rather than their overall life. Avoid measuring your value and standing solely based on your job role. Reflect on how great a son, daughter, spouse, parent, or companion you are.
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