How do you receive promotions, earlier promotions, bigger bonuses, greater job satisfaction, and greater respect from your peers? Those are some big prizes, so it’s worth the investment to figure out the road map for getting from here to there.
In the following series of blog posts, I will discuss these benefits and why high performers are more likely to receive them over their peers. Just in case you missed that, I will say it again: Being a high-performing employee is one of the essential keys to unlocking these big prizes.
You likely observed in university that the more successful and better rounded a student, the more impressive the job opportunities provided to him or her upon graduation. You’ll find the real world to be similar. In both situations, the better you perform, the greater the rewards.
Let’s start with the benefit of promotions. Gaining more responsibility is one of the greatest rewards for being a high performer. More responsibility comes in many forms, but the biggest step up in responsibility comes in the form of a promotion. Promotions are given for a long list of reasons, but for the sake of this discussion, let’s boil it down to two:
1. Growth needs
2. Performance excellence
A growth need promotion is a promotion created because the company is expanding and to make new, higher-level roles. These will be awarded to the highest performer with the greatest potential to succeed in the role. Mid-level and low performers will not have a shot at these. You must position yourself properly to have any hope of obtaining these. Proper positioning means that you have successfully demonstrated through various projects that you can handle the new role and that of the employees vying for the position, you are the best option. Even if you don’t obtain a growth promotion, the worst that can happen is you’ve positioned yourself for obtaining a like role outside your organization.
The other type of promotion is a performance promotion. These are the most common. Most organizations have a set of criteria an employee must meet in order to graduate to the next salary grade and/or title. For example, Associate to Analyst or Analyst to Lead. High performers find ways to satisfy the criteria before the average employee, thereby positioning themselves nicely for early promotions.
There are many other factors that determine promotions. Being a high performer doesn’t ensure a promotion. However, not being one will delay when you might receive a promotion. Even worse, the lowest performers may not be considered for promotions at all.
What do you think? Do you agree or disagree with the points made here? Please add your comment below to discuss.