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Understanding the importance of constructive criticism
How to receive constructive criticism positively
How to use constructive criticism to improve performance
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Here are three steps knowledge workers can follow to naturally build and demonstrate value in their organizations (without coming off as arrogant jerks)
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Objectives and Key Results (OKRs) is a popular framework for teams and individuals to set goals and measure progress. It’s a great way to build a concrete narrative around your accomplishments and the value you’ve ...
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Intensive value is derived from a specific skill you’ve developed over time. You’ve established yourself as the domain expert in a specific part of the business.
Extensive value is derived from your relationships with others. You’re viewed as a connector w...
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If you’re a motorcycle mechanic, a rack of repaired motorcycles is a clear indicator you can point to after a hard day’s work. Similarly, the h-index is a grading score given to professors at research universities that ranks their impact in a chosen field. Both a high h-index and a rack of repair...
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Each month, complete your own monthly performance review. Your scorecard should provide the foundation, but you can add in answers to questions:
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Once you’ve decided which type of value you’re looking to build, you need to determine how you’re going to track your progress. Many positions come with built-in metrics that can be used to measure impact. If you’re a support professional, you might look at how many emails you have sent in a give...
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In the absence of clear indicators of what it means to be productive and valuable in their jobs, many knowledge workers turn back toward an industrial indicator of productivity: doing lots of stuff in a visible manner.
These vanity metrics might include how quickly you resp...
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If your goal is to develop intensive value, you want to build clout around a specific area:
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If your goal is to develop extensive value, relationships are key. Extensive value is built through getting involved in multiple areas throughout the organization.
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At the start of the year or quarter, identify the progress you want to make and how you’re going to measure success.
Here are some tips:
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In the real world, people who know how to make themselves and their contributions seen (without being annoying about it) get ahead of their higher-performing peers all the time.
As the work world shifts from an hours-worked mentality to a work-accomplished one, remote workers need to maste...
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247 reads
You could send in a quarterly update to HR or send over a weekly email to your supervisor with a recap, or both. The cadence and medium will differ; the goal is still to keep everyone updated with our progress.
There’s a fine line between demonstrating your value and overly boasting about y...
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