Last week I read a great post by Ted Coine over at the Switch And Shift blog that really resonated with me. The title of the post was, “You and Your People: Very Different Motivations.” In his post, Ted challenges the common leadership assumption that all employees want and need to continue their ascent up the corporate ladder.
“One of the worst problems we have is that we put ourselves in the shoes of others, rather than trying to understand what the world looks like to them from their shoes.”
In his post, Ted shares the story of a friend who is currently in an uncomfortable place of contentment in her current role. As she or anyone who has found themselves in this situation can attest, it is uncomfortable because you don’t want your being content to be misinterpreted as being unmotivated or disengaged. To avoid these dreaded labels, here are some tips to consider when explaining to your supervisor that, “All I really want is to do my job even better than I do now…”
- Know Your Role, Grow Your Role. Understand and be able to explain how your role adds value to the organization. Additionally, continually look for ways to enhance and improve your role and be prepared to share those ideas.
- Share How Your Vision and Values Align With Those of the Organization. Even if you’re not 100% totally aligned, sharing the commonalities can go a long ways toward helping your supervisor understand that you’re still on board with the program.
- Request More Frequent Reviews/Check-Ins. Never say never…6 months or 6 years from now, you’re liable to change your mind and want to start climbing the ladder again. Whether that’s the case or not, requesting more frequent feedback helps demonstrate that you’re serious about continuing to excel in your current role, while also providing a forum to discuss future opportunities should they arise.
- Help Them Get To Know You Better. Odds are your feelings of contentment are influenced heavily by what’s going on in your personal life. Allowing your supervisor to have some insight into that should help them understand why you feel the way you do.
Do you have any other tips? Have you ever had this conversation, either as employee or as manager? Share your thoughts in the comment section below.