After about 20 years of being an actuary, I have observed seasons of being stuck in a role for more years than I planned for. I have also seen this with many subject matter experts in various fields. The cycle goes something like this- In your mid-year or annual review, you are told you are doing an excellent job. Three years in, you are wondering why doing a great job has not resulted in a promotion. You summon the courage to ask your manager and other project managers, and then they tell you, well, just work on A, B and C, and you should be well on your way to success! If you are like me, you take that feedback, come to work early, and even work later to incorporate these feedbacks. Two years later, you are still at the same point. At this point, you are agitated and confused, and you are not sure what you are missing or what you need to do differently. You receive feedback, and you believe you are doing your best to incorporate the feedback, but your efforts do not seem to be enough. Have you been there? I have, and so have many others. Here are some things to consider to overcome the stagnation.
1. Gratitude! Yes, be grateful. This gives you control over your responses and reactions, and helps you not be bitter towards the job or the team or the managers. Even if the end game is to exit the job, exit the job with a smile on your face. What should you be grateful for? That you are alive, that you have a job, that you have the capacity to be more, and that you can and will be better.
2. Drill deeper into the “surface” feedback. Chances are that the feedback you get is more of an overview without any specific examples or strategy on how to change. It is also likely that those providing the feedback are not consistently sharing the depth of the issue with you. Based on this, you believe you are fixing the issue, but you are only fixing the coating of the issue. How do you drill deeper? Ask questions and seek live and ongoing feedback. When you are working through a project, have frequent check ins asking if you are on track to meeting and exceeding expectations, and requesting what you can add on, take away or do differently. That way, your project is a reflection of the feedback you have gathered through the project, and you have an opportunity to incorporate the feedback you are receiving on the go. After the project, ask for feedback again. Ask questions like, “I know you and I worked closely on this project. Please provide any feedback that we can incorporate into the next project. Specifically, what was effective? What should I improve on in the future? What ideas do you have on things we could have done differently?” Conversations such as this will help you capture the problem and map out the plan for overcoming it.
3. Check your mindset. Be careful not to blame the issues on the feedback provider. While it is possible, and even likely, that they are part of the problems, except they ask for your feedback, focus on your growth, and be committed to not being resentful. Do not resent the style or the approach of the feedback that comes your way if it is not your preferred approach. Be sure to address any toxic conversations with the help of resources available to you, such as your Human Resources team, but ensure you remain positive, so you are not defensive and reactive when feedback comes your way.
“Even if the end game is to exit the job, exit the job with a smile on your face.”
4. Be accountable. Once you understand the feedback, ask for assistance on how to implement the feedback. Seek a peer or mentor to help you walk through incorporating the feedback. Do notbe a lone ranger. Peers and mentors can help you navigate how to improve on your skill sets effectively and efficiently.
5. Do not quit without trying. Often, it is easy to transition to a new job to “make the issues go away.” However, if you do not address the issues, they will replicate themselves in a different format. Do yourself a favor by learning all you can from the current situation. If you do decide to move on to another company or role, move on as a victor and not with a limp. Also leverage the peers and mentors you have so they can help you objectively assess your decision.
6. Understand your strengths and continue to feed those strengths. Define how you add value and look to broaden that. It is extremely easy to focus on the items you need to fix and resolve, so much that you no longer see the strengths and values to bring to your organization. But do not fall for that trap. Celebrate your wins while you work on your developmental areas.
7. Promotions are important but focus on adding value and keep conversations about your performance ongoing with your mentors. Develop your entire self, and not only your career, and you will find that your new level will come easier and more naturally.
8. Finally, and this is big, have a vision you are working towards, and continue to revisit it. When you have a bigger vision, that puts both your strengths and developmental areas in perspective. You can see why it is helpful to improve on a particular skill set, and the value it would bring to your team and organization, and also to your long-term plans.
Know that you have great value, regardless of where you are in your career. If you can master these, you will be well on your way to getting that promotion you have been waiting for.
