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Share Your Small Successes In Your Day to Day Work

Share Your Small Successes In Your Day to Day Work

You know those colleagues who seem to define their work responsibilities by email forwarding and conference call attendance? Their actual contribution to the business is zilch, but they manage to advance their careers, and you hate them for it! But don’t be fooled—they have an important lesson to teach you, and you can take advantage of what they teach without joining them.

These people are generally losers who have found little tricks to manage their “careers”. I call them them hyenas; corporate hyenas, because they hang around the lions and leopards—people who do real work—and live off their kills. Only occasionally will they hunt and kill themselves, and when they get pressured, they may chase off the lions and leopards to get a fresh piece of meat.

How to Spot a Hyena

Corporate hyenas pop up in email threads by forwarding them to new people (they “reach out”) suggesting that they connect and alert higher management of progress on various topics. They also keep busy with meetings and conference calls, listening in what’s being said and then repeat it in “corporate speak”. They are easy to spot if you look for them, but it can be notoriously difficult to call them out.

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They have fully adopted the corporate cynicism of: In corporation, it’s not about what you do, it’s about what you tell people you do.

corporate asshole 1

    This behavior can really only be played out in large corporations; there’s nowhere to hide in small organizations. In companies in general, small and large, the pressure on productivity per employee is increasing. This leads to pressure on managers to deliver results, and people management is de-prioritized in turn. Too often, the regular performance review is reduced to a formal HR requirement, so rather than managers actively engaging in the work their reports perform, they rely on the stories about their reports, the stories they are being told by their reports themselves, and the stories they’re told by their management peers. In a small company, poor performance is quickly brought to light and reflected in the stories. In a large corporation there’s plenty of room to hide behind your stories because there are more people around to live off.

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    Corporate hyenas tell their world how great they are and how they are key to a number of different projects, making sure that they keep reminding colleagues (and in particular their direct and matrix managers) thereof. You and I know that their contribution to these projects is negligible, but they look busy!

    Every now and then, typically when new manager is hired from outside the organization, the corporate hyena gets a wake-up call. They either shape up for the time it takes to lull the new manager into their stories, or they are caught out and make a face plant.

    The One Thing You Must Learn From Them:

    Despite these people being nothing but hyenas in suits, they actually have one important lesson to teach you.

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    They make it easy for people to think well of them because that’s the story they tell!

    With the pressure on productivity and the de-prioritization of people management, it’s not enough to do good ol’ honest work: you must promote your work. I am notoriously bad at this. Maybe it’s a cultural thing, being Swedish with the yoke of the Law of Jante (Don’t think you’re better than us) on my shoulders, but having worked in large American corporations for most of my career, and having met more corporate hyenas than I can remember, I was taught early in my career of two good rules to promote my brand as the guy doing that good ol’ honest work.

    1. Make a habit of sharing your small successes in your day-to-day work.

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    • Keep your manager updated about the work you do and ask for feedback to engage him/her.
    • Add your manager and/or other stakeholder on cc: to updates sent to your team and peers.
    • Reach out proactively to a stakeholder whose business your work is impacting, and ask them for feedback.
    • State and show that you’ve come to meetings prepared .

    2. Dedicate 2% of your time—that’s 3 hours per month—to promoting your brand.

    • Review the work you’ve done in the past month, extract the items where you made a difference, and tell the people who benefited from them in an email.
      Example: Let’s say that last month you prepared an ROI-analysis to help a sales guy pitch your company’s new fancy solution to a customer. You know from talking to the sales guy that your analysis was very well-received by the customer, and he’s expecting an order next month. Write an email to the sales guy with his and your manager on cc, saying something along the lines of: “Hi, I’m just checking in to see if the ROI-analysis I did for [customer] helped you progress the sale and if there’s anything else I can assist with to help you win the deal.”
    • Post work that could be of general interest on the corporate intranet.
      Example: If you spent time reviewing what the press says about your and your competitors’ products to prepare for a presentation at an event, post it—that’s certainly info that other people may find useful, so be sure to share it and make sure it has your name in the on front page, and in the footer.
    • Review the key work tasks you’ll be doing in the next month and think about which tasks are relevant to which stakeholders. Make  note of these so you remember to include them in your day-to-day promotion (point 1 above).

    Finally, what is the best way to deal with the corporate hyenas?  Ignore them. Don’t waste your energy on something you can’t control. Instead, put the two lessons above to use, and fight the corporate hyenas on your terms!

    Featured photo credit: Young gangster smoking a cigar in a luxury studio via Shutterstock

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    Last Updated on March 29, 2021

    5 Types of Horrible Bosses and How to Beat Them All

    5 Types of Horrible Bosses and How to Beat Them All

    When I left university I took a job immediately, I had been lucky as I had spent a year earning almost nothing as an intern so I was offered a role. On my first day I found that I had not been allocated a desk, there was no one to greet me so I was left for some hours ignored. I happened to snipe about this to another employee at the coffee machine two things happened. The first was that the person I had complained to was my new manager’s wife, and the second was, in his own words, ‘that he would come down on me like a ton of bricks if I crossed him…’

    What a great start to a job! I had moved to a new city, and had been at work for less than a morning when I had my first run in with the first style of bad manager. I didn’t stay long enough to find out what Mr Agressive would do next. Bad managers are a major issue. Research from Approved Index shows that more than four in ten employees (42%) state that they have previously quit a job because of a bad manager.

    The Dream Type Of Manager

    My best manager was a total opposite. A man who had been the head of the UK tax system and was working his retirement running a company I was a very junior and green employee for. I made a stupid mistake, one which cost a lot of time and money and I felt I was going to be sacked without doubt.

    I was nervous, beating myself up about what I had done, what would happen. At the end of the day I was called to his office, he had made me wait and I had spent that day talking to other employees, trying to understand where I had gone wrong. It had been a simple mistyped line of code which sent a massive print job out totally wrong. I learn how I should have done it and I fretted.

    My boss asked me to step into his office, he asked me to sit down. “Do you know what you did?” I babbled, yes, I had been stupid, I had not double-checked or asked for advice when I was doing something I had not really understood. It was totally my fault. He paused. “Will you do that again?” Of course I told him I would not, I would always double check, ask for help and not try to be so clever when I was not!

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    “Okay…”

    That was it. I paused and asked, should I clear my desk. He smiled. “You have learnt a valuable lesson, I can be sure that you will never make a mistake like that again. Why would I want to get rid of an employee who knows that?”

    I stayed with that company for many years, the way I was treated was a real object lesson in good management. Sadly, far too many poor managers exist out there.

    The Complete Catalogue of Bad Managers

    The Bully

    My first boss fitted into the classic bully class. This is so often the ‘old school’ management by power style. I encountered this style again in the retail sector where one manager felt the only way to get the best from staff was to bawl and yell.

    However, like so many bullies you will often find that this can be someone who either knows no better or is under stress and they are themselves running scared of the situation they have found themselves in.

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    The Invisible Boss

    This can either present itself as management from afar (usually the golf course or ‘important meetings) or just a boss who is too busy being important to deal with their staff.

    It can feel refreshing as you will often have almost total freedom with your manager taking little or no interest in your activities, however you will soon find that you also lack the support that a good manager will provide. Without direction you may feel you are doing well just to find that you are not delivering against expectations you were not told about and suddenly it is all your fault.

    The Micro Manager

    The frustration of having a manager who feels the need to be involved in everything you do. The polar opposite to the Invisible Boss you will feel that there is no trust in your work as they will want to meddle in everything you do.

    Dealing with the micro-manager can be difficult. Often their management style comes from their own insecurity. You can try confronting them, tell them that you can do your job however in many cases this will not succeed and can in fact make things worse.

    The Over Promoted Boss

    The Over promoted boss categorises someone who has no idea. They have found themselves in a management position through service, family or some corporate mystery. They are people who are not only highly unqualified to be managers they will generally be unable to do even your job.

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    You can find yourself persistently frustrated by the situation you are in, however it can seem impossible to get out without handing over your resignation.

    The Credit Stealer

    The credit stealer is the boss who will never publically acknowledge the work you do. You will put in the extra hours working on a project and you know that, in the ‘big meeting’ it will be your credit stealing boss who will take all of the credit!

    Again it is demoralising, you see all of the credit for your labour being stolen and this can often lead to good employees looking for new careers.

    3 Essential Ways to Work (Cope) with Bad Managers

    Whatever type of bad boss you have there are certain things that you can do to ensure that you get the recognition and protection you require to not only remain sane but to also build your career.

    1. Keep evidence

    Whether it is incidents with the bully or examples of projects you have completed with the credit stealer you will always be well served to keep notes and supporting evidence for projects you are working on.

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    Buy your own notebook and ensure that you are always making notes, it becomes a habit and a very useful one as you have a constant reminder as well as somewhere to explore ideas.

    Importantly, if you do have to go to HR or stand-up for yourself you will have clear records! Also, don’t always trust that corporate servers or emails will always be available or not tampered with. Keep your own content.

    2. Hold regular meetings

    Ensure that you make time for regular meetings with your boss. This is especially useful for the over-promoted or the invisible boss to allow you to ‘manage upwards’. Take charge where you can to set your objectives and use these meetings to set clear objectives and document the status of your work.

    3. Stand your ground, but be ready to jump…

    Remember that you don’t have to put up with poor management. If you have issues you should face them with your boss, maybe they do not know that they are coming across in a bad way.

    However, be ready to recognise if the situation is not going to change. If that is the case, keep your head down and get working on polishing your CV! If it isn’t working, there will be something better out there for you!

    Good luck!

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