A Leader’s V.O.I.C.E.; The 5 Keys to Using Your Voice at Work to Be Recognized & Rewarded!

I’m honored to do what I do for a living, traveling to present Leadership & Work/Life Harmony speeches and Trainings to companies worldwide! It’s no wonder so many people think that’s all the job entails; the truth is, I spend most of my time on calls with High-Level Executives who are currently working at organizations or who are in transition. One of the BIG conversations, questions, and most recent topic is… “How do I make my voice BIGGER at work to be recognized and rewarded for the work I do daily?”.

It’s a great question and one that’s uncomfortable for many, as some Leaders and Employees believe their hard work will speak for itself. It doesn’t, and it can tend to keep you locked in your current position. Some think using their voice to share their contributions is bragging and boastful… well, that depends on who you’re sharing your contributions with, how you’re speaking, and why! Others believe their Bosses SHOULD notice… In my experience, some do and some don’t!

Let’s briefly examine each belief… hard work is admirable, and I certainly believe in it. However, I’ve seen three things be true; The hard-working person is so great at their job and no one can do it like them! No One knows your professional aspirations and your hard work keeps you so busy that you’ve made zero time for “Soft People Skills” to make the necessary connections with Higher-Ups, Leaders in other Departments, or your Coworkers. More simply, you have no important internal connections… so, there you’ll stay in your position forever!

For those who believe verbally sharing professional contributions are boastful and bragging; I’d politely say, “You may have no idea how busy your Boss really is!”. Great Leaders know who is doing what, why, and are willing to recognize. However, the average Boss simply knows things are getting done, deadlines are being met; allowing them to move on to the next thousand things on their list, and they certainly have no idea what it took for YOU and the Team to pull off the impossible day-after-day and project-after-project… Be Mindful!

Lastly, there’s the “Hard-Worker” who’s noticed and offered the promotion because they’re elite at their job. Sometimes, this scenario works out beautifully! Most of the time it doesn’t… just because someone is great at their job doesn’t mean they know how to Lead. Once promoted, the job you’re good at is no longer your job! Your role is to now Lead the People doing your old job + your new administrative task + meeting the professional vision, expectations, and standards of your new boss and the organization!

So, now that we’ve covered the myths and you see the importance of using your voice to better impact your career, how do we do it?

V. – Verbalize Your Wins!

Remember, many Leaders are ignorant to “The List” of their People. It’s not malicious… many Leaders are as busy as you, if not busier, and they can get trapped in checking boxes… instead of Leading. Therefore, you must be willing to Lead!

When it’s time to verbalize your contributions, be mindful of WHO you’re sharing with, WHY, and HOW! Too many Employees will share all of their hard work with Coworkers who can’t help their career or finances… that’s gossip, not Leadership! Therefore, let’s do this:

1. Be sure the hard work you’re engaging in is correct and has helped to move the project along, over a hurdle, and/or across the finish line!
2. Before requesting time with your Boss to share your contributions, know what you hope to gain. Are you seeking recognition, a promotion, merit rewards, a raise, or simply want to be sure the right people are aware of your efforts?
3. Assume your Boss is as busy as you, if not busier, and request a regular standing 1-on-1 Meeting that fits their schedule. I suggest once a month. I love one-on-one meetings, and when done correctly (as I share in several of my Leadership Books), it’s the meeting that allows professionals to connect on a human level more quickly than anything else, enhancing Communication, Connection, Culture, & Results!

Typically, I share how Bosses can have 1-on-1’s with their People! This is a bit different, as you’re asking to have one with your Boss. Therefore:

• Never assume your Boss knows how to have this meeting! Therefore, be willing to Lead it!
• Share with your Boss that you understand they’re busy and you’d like to meet with them once per month to be sure you’re doing everything at the level they need and desire, you want to be great on their team and within the organization, and if there’s anything you’re doing wrong or they need that you’re open to hearing it! Most Leaders cringe at having to have difficult conversations and YOU just invited it and made it easier for them… you also just set yourself apart from all of your Coworkers and possibly anyone they’ve ever led… Be Mindful!
• Set the dates and times for the meetings! Come to them with two dates for this month, two dates for the following month, and two dates for a third month. This takes planning off their plate and the “Circle Back” comment. If these times work, great! If not, they see how serious you are and may come up with alternative dates and times.
• To start the meeting… never assume they know how to Lead it. This is no knock on your Boss. Remember, earlier when I shared that they may have been the hard worker who got promoted, but may not have the Soft People Skills or Leadership Skills? Start by Thanking them for be willing to meet, what you like about the job, your professional WINS over the past month (this is time to share your contributions), ask is their anything you could have done MORE of LESS of to add value to the tasks, is there anything they need moving forward, thank them for their time, and confirm the date of the next meeting!

Be sure to email your Boss to thank them for their time, your contributions, and the plan moving forward. Remember, an undocumented conversation never happened!

O. – Optimize Relationships!

This Key is short and sweet… sometimes, hard-workers forget to connect with those who can help them professionally: that Coworker who can help you get better at a skill, asking all of your Coworkers how they do their job well… sometimes the best answers that add to your professional arsenal will come from workers who are not excelling.

Optimize relationships by attending company functions at work and outside of work. What a great time to engage in conversations and activities with your Boss, their Bosses, Leaders in other Departments, and more. Personal and Professional Conversations are going to occur, and how you Lead yourself matters!

Lastly, get curious about your Boss’s work and the work of those you’re now meeting in other departments. What’s on their plate, their pain, is there something they need from you: advice, a connection, help getting something over a hurdle or across the finish line, a check-in from time to time? Purposefully connecting with The 3P’s (those who are Positive, Passionate, and Productive) at your Level, above your Level, and below your Level always proves to be a good move!

I.- Intelligently Itemize!

Numbers matter! I must admit, this is not my favorite part of using your Voice; I’m not a numbers fan, but numbers tell a story, and what is measured tends to improve.

Your hard work matters, but what impact is it really having? BUSY doesn’t necessarily mean BETTER… and let’s be honest… people, professionally and personally, can be busy doing what’s important to them but not what’s needed for their partner, their kids, their boss, or their employees! Not to mention, some Employees have figured out how to LOOK busy, but be doing NOTHING. All it takes is walking faster, looking stressed, and not making eye contact, Lol!

Therefore, at the most basic level, begin to measure what you’re doing. You started working on ____ on this day. Since then you and the Team have yielded _____. As compared to last month, quarter or year, the results were ____. Moving forward we can expect _____. Or, on this day I started doing _____. Since then it’s yielded ____. Which will help us do or receive ____ over ____ period of time. These are simple ways to start itemizing your impact!

More strategically, perhaps you have access to your company’s numbers. Since your contribution to a task, project, or Team… what percentage of ____ are you up or down? From last year? What’s the projection moving forward? Now, your voice is speaking louder and more clearly!

C.- Clear Communication!

Does your Boss know what you want? That’s pretty much it… it’s easier for you to do your job when your Boss clearly communicates what the job is, what your part will be, the process, and what the outcome will look like. The same goes for you and your clear communication. When I work with those in Leadership Positions, I share the 7 Questions all Leaders will benefit from asking their People. For you, be sure your Boss knows:

1. That you’re happy for the opportunity to be doing the current work you’re doing. Whether white-collar work or blue-collar work… gratitude matters!
2. What do you wish to Learn on the job?
3. What do your boss and company need most from you right now?
4. Where you’d like to go professionally, either within the organization or your dream?
5. What’s your Bosses biggest professional headache and if you can help take things of their plate or fix the issue?

E. – Expectations!

Remember, working hard is an exceptional trait… but it can get you stuck if no one is aware you’re doing it, why you’re doing it, what your goals are professionally, and if no one can fill your space. Therefore, be mindful to address two things:

1. Are your Coworkers better, professionally and personally, because you exist? No, it’s not your job, but the better they get because you help train new hires, impact existing Employees, and share tricks of the trade during the day… sometimes, you cannot move up and on when there’s no one to take your place… Be Mindful!
2. Be sure you and Leadership are on the same page regarding the outcomes of your effort. Nothing is definite, however expectations must be clear:

• What are the dates of my Review Meetings, allowing documentation of how you’re doing and a plan of action outside of an annual review?

• What are clear and realistic milestones for you to reach?

• What happens when milestones are achieved?

• What is a realistic timeframe regarding promotion, the creation of a new role, or receiving the incentives earned?
• When position or career options aren’t available at our site, are there internal options throughout the company at other sites? If so, is it an in-person, hybrid, or remote option, and what are the qualifications? Is the company willing to invest in the necessary training or education? If so, during work time or after… and at what price-point with cost is an issue?
• I had the honor of working with an awesome Employee years ago. He quadrupled the output of his peers on a daily basis. At the time, he was on legal adult probation and was not permitted to leave the state. I asked what his dream was, what he wanted to do when probation was no longer an issue. He stated that he wanted to move out west and would, unfortunately, have to quit his job to do so. I shared his dream of moving out west and the disappointment of losing such an impactful person to the company’s VP of HR. Within a week, the VP of HR sat with the Employee and me and shared that the company had positions out West that he thought I’d be perfect for, and all it would take was a few training classes and certifications. WOW!!! Your organization cannot help, when they do know, and you don’t share.

You now know the 5 Keys to using your V.O.I.C.E. at work! I don’t promise the outcome you desire. However, I do promise you’re going to find out a lot about the boss and company you work for. No matter what you discover or choose, Leaders either choose to stay or leave like an ASSEST, never a liability… Be Mindful!

What was your BIGGEST TAKEAWAY? What homework will you give yourself to enhance your Leadership & Work/Life Harmony… and for those you’re Leading?

“Leaders enhance their Leadership, their people, and the organization when they teach their people how to approach them with ideas… Be Mindful!” 

                     – Andre Young

Written by: Andre Young