Speak up, don't wait to be discovered: Your employee value proposition...#45
What I bring.
In today's competitive job market, it is not enough to simply show up and punch the clock. To truly enjoy and advance, you need to take a proactive approach to showcasing the unique value you bring to your organization.
Think of it this way: just as companies use a "business proposition" to attract customers, you need a personal "employee value proposition" to demonstrate your worth to your employer. And trust me, it is just as important, if not more so.
Your business proposition is all about what your company offers - its products, services, or solutions. It is the answer to the question, "Why should someone do business with us?"
Your employee value proposition, on the other hand, is how you articulate your own unique skills, experiences, and capabilities to your employer. It is the answer to the question, "Why should this company invest in me and help me grow my career?"
Too often, I see employees make the mistake of passively waiting for their manager or HR to recognize their contributions (I was guilty of this as well, earlier in my career). They assume that as long as they reliably complete their daily tasks, the organization will naturally see their worth and reward them accordingly. But in this age and rapidly evolving job market, that is a dangerous mindset.
Instead, you need to take ownership of your value proposition. This does not have to be a one-time conversation during your performance review - it should be an ongoing dialogue. Regularly communicate the specific ways in which you drive value for the business, whether it's boosting productivity, delighting customers, identifying new opportunities, or solving complex problems.
Employees who own their value proposition are also more likely to secure promotions, earn raises, and land their dream job. They can confidently articulate their unique strengths and make a compelling case for why they deserve greater compensation or more responsibility. In contrast, workers who remain passive and wait for their employer to recognize their worth often find themselves overlooked and undervalued.
Of course, developing a strong employee value proposition takes some work. It requires deep self-reflection to identify your key skills and accomplishments. It also necessitates a thorough understanding of your employer's business goals and pain points.
For example, let us use a hypothetical IT Manager, let’s call him Paul. Paul has made his employer’s technology work better for the business. In the last 12 months, he led the move to cloud tools, which reduced tech support needs by 25% and boosted employee productivity by 20%. He also strengthened cybersecurity, upgraded the servers to save 30% on hardware, and coordinated a skilled IT team. Paul used technology strategically to support the company's goals and is prepared to take on more responsibility as the business grows. Paul knows this, but does his manager?
Or perhaps you are a marketing coordinator who has consistently exceeded your team's social media engagement targets. You could frame your value proposition like this: "As the team's social media lead, I've grown our Instagram following by 35% over the past year, resulting in a 20% increase in website traffic and a 15% uptick in online sales. I have a knack for creating thumb-stopping content that resonates with our target audience, and I'm always on the lookout for new ways to leverage social media to support our marketing objectives."
See how specific and impactful that is? By clearly articulating your unique contributions, you make a compelling case for why you deserve a raise, a promotion, or even consideration for a new role.
The payoff can be substantial, both for your career and the organization's bottom line. In the end, the most successful employees are those who see themselves as strategic partners to the business, not just cogs in the machine. By proactively highlighting your value proposition, you can secure better opportunities, earn higher salaries, and maximize your impact - benefiting both yourself and your employer.
Try these four steps to own your employee value proposition:
Reflect on your key strengths and accomplishments. Conduct a thorough self-assessment to identify the skills, experiences, and proven results that make you uniquely valuable.
Understand your employer's goals and pain points. Research your company's strategic priorities and the challenges it faces. This will help you align your value proposition with the organization's needs.
Regularly communicate your contributions. Don't wait for your annual review - have an ongoing dialogue with your manager about the specific ways you drive value, whether it's boosting productivity, delighting customers, or solving complex problems.
Make a compelling case for growth opportunities. Use your value proposition to advocate for promotions, raises, or new responsibilities that allow you to have a greater impact. Clearly articulate how investing in you will benefit the company's bottom line.
So don't wait for someone else to recognize your worth. Take the reins and start owning your employee value proposition today. Your career (and your bank account) will thank you.
Leonardo ai
A very important guide on remaining clear on one's worth. Some people imagine that it's enough to do, but they're wrong because having this doing known by the right people is just as important.
Intentionality is key in the workplace; one cannot be passive. If you'll be shy, meek, and passive, someone who isn't will get the promotion and raise.
Whoever can be ignored will, and whoever is clear on his value will be treated as such. He may even get more that he deserves.
Many people aren't good at this, and that's why writing as this is crucial in reminding them that being skilled isn't enough if one doesn't tell her boss how much the organization would be poorer without her.
I certainly made the mistake of keeping my head down and doing my job, in hopes that someone would notice. All that got me was frustration. They did notice, but they were not going to give me the recognition I deserved until I said something. Companies will always want to get the most from an employee, while giving them the least. Well said, Tinashe.