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Your boss should be fighting to make you recognized. That's a big part of his job. If he isn't making that effort, and if he isn't helping you find opportunitie

Your boss should be fighting to make you recognized. That's a big part of his job. If he isn't making that effort, and if he isn't helping you find opportunities to be noticed, then you should look for a new boss who will. If course, if you ARE a manager, then you should bang the drum for your best employees if you want them to be happy and continue to contribute.

olalonde 15y ago
In a smaller company, couldn't it be against your boss's interest?
- vonmoltke 15y ago
  Could easily be against your boss's best interests, or at least what your boss thinks is their best interests, in a large company, too. That's the hole I'm currently trying to fight out from.
  - alextrob 15y ago
    I don't see how it's in a manager's interest to not promote good work that their team members are doing. If your manager says to his/her superiors things like, "look at the talent that's thriving under my leadership", that's a good thing for everyone.
    - stream_fusion 15y ago
      Examples that come to my mind, would be the risk that the employee gets promoted over the boss, or alternately, that the employee is poached and shifted out of the group by a different group boss.
    - olalonde 15y ago
      > "look at the talent that's thriving under my leadership" Perhaps because the said employee is thriving despite his manager's leadership.
jonnathanson 15y ago
"Your boss should be fighting to make you recognized. That's a big part of his job. If he isn't making that effort, and if he isn't helping you find opportunities to be noticed, then you should look for a new boss who will." Agreed, though I've come to learn that this isn't always going to happen. While you can certainly control what company you work for, you can't always control who you're going to have as a boss. And my old boss's behavior seems, to me, to be more the rule than the exception. My strategy these days is to focus a considerable amount of effort on foolproofing my boss's ability to champion me. Regular, systemized communication prevents him from ever not knowing what I'm working on. Communication timed in advance of big "alignment" meetings, and other executive functions, ensures that I will be top of mind when he has occasion to discuss employees with other leaders. And so forth. Ideally, yes, a boss should be fighting for his best employees. And if you're pretty sure you're one of his best employees, you should be giving him the ammunition he needs for the fight.

olalonde 15y ago

In a smaller company, couldn't it be against your boss's interest?

vonmoltke 15y ago
Could easily be against your boss's best interests, or at least what your boss thinks is their best interests, in a large company, too. That's the hole I'm currently trying to fight out from.
- alextrob 15y ago
  I don't see how it's in a manager's interest to not promote good work that their team members are doing. If your manager says to his/her superiors things like, "look at the talent that's thriving under my leadership", that's a good thing for everyone.
  - stream_fusion 15y ago
    Examples that come to my mind, would be the risk that the employee gets promoted over the boss, or alternately, that the employee is poached and shifted out of the group by a different group boss.
  - olalonde 15y ago
    > "look at the talent that's thriving under my leadership" Perhaps because the said employee is thriving despite his manager's leadership.

jonnathanson 15y ago

"Your boss should be fighting to make you recognized. That's a big part of his job. If he isn't making that effort, and if he isn't helping you find opportunities to be noticed, then you should look for a new boss who will." Agreed, though I've come to learn that this isn't always going to happen. While you can certainly control what company you work for, you can't always control who you're going to have as a boss. And my old boss's behavior seems, to me, to be more the rule than the exception. My strategy these days is to focus a considerable amount of effort on foolproofing my boss's ability to champion me. Regular, systemized communication prevents him from ever not knowing what I'm working on. Communication timed in advance of big "alignment" meetings, and other executive functions, ensures that I will be top of mind when he has occasion to discuss employees with other leaders. And so forth. Ideally, yes, a boss should be fighting for his best employees. And if you're pretty sure you're one of his best employees, you should be giving him the ammunition he needs for the fight.