Here is a very insightful blog from Dave Miles - OI Partners.
At The Frontier Group we routinely see clients who have difficulty in articulating what value they have created in their current and past positions. We help each client we work with critically look at what their position requires and take a detailed and objective look at what they accomplished versus what is required.
The difference is that many times clients see that excellent performance and results were expected of them and they then consider this performance as being part of the job rather than what they personally delivered - value creation.
This insight helps many of our clients achieve a breakthrough in seeing what value they can provide future employers. It then helps them be able to better articulate this in interviews.
by David Miles, OI Partners - The Miles LeHane Companies
I am struck with how many folks do not think in current contributions to their employers, but believe their past will keep them safely employed in the future. The same people who must have the newest and greatest tech items, with no loyalty to the past, do not understand that employers are looking at them in the same way.
Employment opportunities continue to be scarce, and organizations are still in the process of adjusting their workforce to meet business needs. With all the press around these issues, I am still amazed that workers do not focus on three key issues pertaining to their work and employment:
1. What have you contributed to your employer above and beyond your daily routine?
2. What new skill or technique or knowledge have you recently learned or acquired that is of value to your profession?
3. What have you accomplished that enhanced the “customer” (internal or external) experience of dealing with the company?
Hence the “What Have You Done Lately” may be the difference between who stays and who leaves, or who is hired for a new position.
The old adage of “look at my long-term history with an organization” is of little value in an environment of here and now issues. Today, employees outlive the company in most cases, whereas it used to be the other way around.
My suggestion, if you can’t answer any of the above three questions on at least a weekly basis, and have not shared your accomplishments or thoughts with your team and boss, you are not being proactive. Avoid being a victim!
What additional things would you add to this list? How else do you think employees can think about their contributions to their employers?
