Progressing or Not?
Hope begins in the dark, the stubborn hope that if you just show up and try to do the right thing, the dawn will come - Anne Lamott
For the former fed, judging progress presents a challenge. How do you know if you’re advancing? There’s no GS scale to use for measurement. Promotion timelines and criteria are not scheduled nor advertised.
No one is going to tell you what to do. So instead, define the metrics yourself. Keep score based on your own game.
Pay, role and responsibility are excellent starting points. These will determine where you are and where you want to be in a specific timeframe.
Starting with pay, an important part of defining your ideal number is how you plan to see this number grow. This usually requires at least twelve months for the first post-USG role. In addition to beating your boss’ expectations, use this time to gather information. What are the key metrics for raises and bonuses? Do these come in the form of cash or equity? How frequently do these occur? Are they decided on individual, team or company-wide performance? Is there negotiation involved or is it a take-it-or-leave-it scenario?
In terms of job roles, when seeking promotion, something to consider is how you're consistently adding value to the business. It's one thing to earn your new boss’ trust to do the job you were hired for. But when they start assigning projects beyond the scope of your role, you know that you are moving fast.
Accelerate this process by taking on work others don’t want to do or take for granted. For example, create a manual of common processes. Something complex justifies documentation. A well-crafted FAQ empowers the whole team. As your business unit grows, there won’t always be time to answer every question. Having an easy place to look up information is priceless.
Responsibility considerations relate to nailing core requirements. Take down new business. Open doors to accounts previously unknown or out of reach. Help peers do likewise. Consistency in these three areas is fertile ground for promotions and raises. But, be on the lookout for someone in leadership who considers hiring someone to do your job better. What does this mean? Time to leave? Time to quit? Time to fight!
A few other questions to ask along the way:
What strategies can help you stay motivated as you adapt to new measurements of progress?
What role does peer feedback play in tracking performance?
What setbacks would be enough to consider seeking a role in a new company?
A tech career is highly appealing due to its potential for rapid advancement. Unlike USG, where progress requires decades, tech companies tend to have a flatter organizational structure and a culture that promotes from within. Consequently, talented and hardworking individuals can scale up the career ladder swiftly, taking on more responsibility and enjoying higher salaries and greater job satisfaction.