Tips and advice for advancing one's career in corporate bureaucracies [closed]

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I've been programming in corporate settings for about 2 years now and coming from an academic background there were a few stumbling blocks that I had to overcome. One of those was assuming that if the work I do is consistently of high quality then those in charge would notice and I would be rewarded accordingly. But as it turns out that's not quite how it works in corporate bureaucracies. There is a much wider range of skills and expertise at every level of the corporate hierarchy and good work means different things to different people in that kind of setting. So communicating the value and quality of your work to others requires more work. Simply assuming that the work will speak for itself is not a valid assumption.

So one thing I've decided to do differently now in order to communicate the value and quality of my work to others is to make sure I measure my own progress alongside whatever internal review processes exist and make it known every six months or so how my work is actually making an impact. This, in theory, should make those around me more aware of the impact of my work because it won't be a generic review form with just 3 boxes to fill out that gets a single glance at the end of the year.

Along with communicating the value of my work better what else can I put into practice that will lead to better chances of getting raises and promotions? More specifically, what other proactive steps can I take to help with my career development in a corporate setting?

career-development raise benefits salaried-pay

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edited Jan 2 '14 at 1:54

asked Jan 1 '14 at 21:51

davidk01

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closed as too broad by Jim G., gnat, jcmeloni, Telastyn, davidk01 Jan 2 '14 at 4:05

Please edit the question to limit it to a specific problem with enough detail to identify an adequate answer. Avoid asking multiple distinct questions at once. See the How to Ask page for help clarifying this question. If this question can be reworded to fit the rules in the help center, please edit the question.

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up vote
-1
down vote

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I've been programming in corporate settings for about 2 years now and coming from an academic background there were a few stumbling blocks that I had to overcome. One of those was assuming that if the work I do is consistently of high quality then those in charge would notice and I would be rewarded accordingly. But as it turns out that's not quite how it works in corporate bureaucracies. There is a much wider range of skills and expertise at every level of the corporate hierarchy and good work means different things to different people in that kind of setting. So communicating the value and quality of your work to others requires more work. Simply assuming that the work will speak for itself is not a valid assumption.

So one thing I've decided to do differently now in order to communicate the value and quality of my work to others is to make sure I measure my own progress alongside whatever internal review processes exist and make it known every six months or so how my work is actually making an impact. This, in theory, should make those around me more aware of the impact of my work because it won't be a generic review form with just 3 boxes to fill out that gets a single glance at the end of the year.

Along with communicating the value of my work better what else can I put into practice that will lead to better chances of getting raises and promotions? More specifically, what other proactive steps can I take to help with my career development in a corporate setting?

career-development raise benefits salaried-pay

share|improve this question

edited Jan 2 '14 at 1:54

asked Jan 1 '14 at 21:51

davidk01

346311

closed as too broad by Jim G., gnat, jcmeloni, Telastyn, davidk01 Jan 2 '14 at 4:05

Please edit the question to limit it to a specific problem with enough detail to identify an adequate answer. Avoid asking multiple distinct questions at once. See the How to Ask page for help clarifying this question. If this question can be reworded to fit the rules in the help center, please edit the question.

add a comment | 

up vote
-1
down vote

favorite

up vote
-1
down vote

favorite

I've been programming in corporate settings for about 2 years now and coming from an academic background there were a few stumbling blocks that I had to overcome. One of those was assuming that if the work I do is consistently of high quality then those in charge would notice and I would be rewarded accordingly. But as it turns out that's not quite how it works in corporate bureaucracies. There is a much wider range of skills and expertise at every level of the corporate hierarchy and good work means different things to different people in that kind of setting. So communicating the value and quality of your work to others requires more work. Simply assuming that the work will speak for itself is not a valid assumption.

So one thing I've decided to do differently now in order to communicate the value and quality of my work to others is to make sure I measure my own progress alongside whatever internal review processes exist and make it known every six months or so how my work is actually making an impact. This, in theory, should make those around me more aware of the impact of my work because it won't be a generic review form with just 3 boxes to fill out that gets a single glance at the end of the year.

Along with communicating the value of my work better what else can I put into practice that will lead to better chances of getting raises and promotions? More specifically, what other proactive steps can I take to help with my career development in a corporate setting?

career-development raise benefits salaried-pay

share|improve this question

edited Jan 2 '14 at 1:54

asked Jan 1 '14 at 21:51

davidk01

346311

I've been programming in corporate settings for about 2 years now and coming from an academic background there were a few stumbling blocks that I had to overcome. One of those was assuming that if the work I do is consistently of high quality then those in charge would notice and I would be rewarded accordingly. But as it turns out that's not quite how it works in corporate bureaucracies. There is a much wider range of skills and expertise at every level of the corporate hierarchy and good work means different things to different people in that kind of setting. So communicating the value and quality of your work to others requires more work. Simply assuming that the work will speak for itself is not a valid assumption.

So one thing I've decided to do differently now in order to communicate the value and quality of my work to others is to make sure I measure my own progress alongside whatever internal review processes exist and make it known every six months or so how my work is actually making an impact. This, in theory, should make those around me more aware of the impact of my work because it won't be a generic review form with just 3 boxes to fill out that gets a single glance at the end of the year.

Along with communicating the value of my work better what else can I put into practice that will lead to better chances of getting raises and promotions? More specifically, what other proactive steps can I take to help with my career development in a corporate setting?

career-development raise benefits salaried-pay

share|improve this question

edited Jan 2 '14 at 1:54

asked Jan 1 '14 at 21:51

davidk01

346311

share|improve this question

share|improve this question

edited Jan 2 '14 at 1:54

edited Jan 2 '14 at 1:54

edited Jan 2 '14 at 1:54

asked Jan 1 '14 at 21:51

davidk01

346311

asked Jan 1 '14 at 21:51

davidk01

346311

asked Jan 1 '14 at 21:51

davidk01

346311

346311

closed as too broad by Jim G., gnat, jcmeloni, Telastyn, davidk01 Jan 2 '14 at 4:05

Please edit the question to limit it to a specific problem with enough detail to identify an adequate answer. Avoid asking multiple distinct questions at once. See the How to Ask page for help clarifying this question. If this question can be reworded to fit the rules in the help center, please edit the question.

closed as too broad by Jim G., gnat, jcmeloni, Telastyn, davidk01 Jan 2 '14 at 4:05

Please edit the question to limit it to a specific problem with enough detail to identify an adequate answer. Avoid asking multiple distinct questions at once. See the How to Ask page for help clarifying this question. If this question can be reworded to fit the rules in the help center, please edit the question.

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1 Answer
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up vote
4
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What else can I put into practice that will lead to better chances of
getting raises and promotions? More specifically, along with doing
good work what other proactive steps can I take to help with my career
development?

Every company is different, with different cultures, different values, and different measures. One size does not fit all when it comes to achieving success with pay raises and advancement.

Here are a few things that may help:

• Talk to your manager. Ask "What can I do to get a (better) raise? What can I do to get a promotion here?"


• Look around. Note how others have gotten promotions. See what led up to their promotion and use that as a model. If you are friendly with those individuals, ask them for advice.


• Understand the business better. Learn what decreases their costs and what improves their revenues. Use that as a model for what kind of work you can do that will be of high value to the company.


• Learn that most companies value more than just technical abilities. Sometimes helping others is a key to advancement. Sometimes leading others is a key to advancement. See how much of each might apply in your company.


• See if you can find a mentor. Perhaps someone who has been in your company longer, or at least in your industry longer, can help you discuss your situation more individually, in more depth, and point out obstacles you may not be seeing. Sometimes the obstacles are within you, sometimes external.


• Reflect a bit and see if you have consciously or subconsciously signaled to your manager that you aren't going to be around long. Some managers (like me) don't give raises or promotions to people who they believe will leave soon.

Some of these may help. But they may not. Handing out pay increases is often limited by budget issues beyond the scope of your manager. In recent years, some companies haven't given much (if any) in the way of raises to even their best employees.

I have some real stars on my team. I'd love to give them a much bigger raise, but the budget I'm given doesn't allow for that. They still deliver excellent work.

share|improve this answer

edited Jan 2 '14 at 0:52

answered Jan 2 '14 at 0:38

Joe Strazzere

224k107661930

add a comment | 

1 Answer
1

active

oldest

votes

1 Answer
1

active

oldest

votes

active

oldest

votes

active

oldest

votes

up vote
4
down vote

What else can I put into practice that will lead to better chances of
getting raises and promotions? More specifically, along with doing
good work what other proactive steps can I take to help with my career
development?

Every company is different, with different cultures, different values, and different measures. One size does not fit all when it comes to achieving success with pay raises and advancement.

Here are a few things that may help:

• Talk to your manager. Ask "What can I do to get a (better) raise? What can I do to get a promotion here?"


• Look around. Note how others have gotten promotions. See what led up to their promotion and use that as a model. If you are friendly with those individuals, ask them for advice.


• Understand the business better. Learn what decreases their costs and what improves their revenues. Use that as a model for what kind of work you can do that will be of high value to the company.


• Learn that most companies value more than just technical abilities. Sometimes helping others is a key to advancement. Sometimes leading others is a key to advancement. See how much of each might apply in your company.


• See if you can find a mentor. Perhaps someone who has been in your company longer, or at least in your industry longer, can help you discuss your situation more individually, in more depth, and point out obstacles you may not be seeing. Sometimes the obstacles are within you, sometimes external.


• Reflect a bit and see if you have consciously or subconsciously signaled to your manager that you aren't going to be around long. Some managers (like me) don't give raises or promotions to people who they believe will leave soon.

Some of these may help. But they may not. Handing out pay increases is often limited by budget issues beyond the scope of your manager. In recent years, some companies haven't given much (if any) in the way of raises to even their best employees.

I have some real stars on my team. I'd love to give them a much bigger raise, but the budget I'm given doesn't allow for that. They still deliver excellent work.

share|improve this answer

edited Jan 2 '14 at 0:52

answered Jan 2 '14 at 0:38

Joe Strazzere

224k107661930

add a comment | 

up vote
4
down vote

What else can I put into practice that will lead to better chances of
getting raises and promotions? More specifically, along with doing
good work what other proactive steps can I take to help with my career
development?

Every company is different, with different cultures, different values, and different measures. One size does not fit all when it comes to achieving success with pay raises and advancement.

Here are a few things that may help:

• Talk to your manager. Ask "What can I do to get a (better) raise? What can I do to get a promotion here?"


• Look around. Note how others have gotten promotions. See what led up to their promotion and use that as a model. If you are friendly with those individuals, ask them for advice.


• Understand the business better. Learn what decreases their costs and what improves their revenues. Use that as a model for what kind of work you can do that will be of high value to the company.


• Learn that most companies value more than just technical abilities. Sometimes helping others is a key to advancement. Sometimes leading others is a key to advancement. See how much of each might apply in your company.


• See if you can find a mentor. Perhaps someone who has been in your company longer, or at least in your industry longer, can help you discuss your situation more individually, in more depth, and point out obstacles you may not be seeing. Sometimes the obstacles are within you, sometimes external.


• Reflect a bit and see if you have consciously or subconsciously signaled to your manager that you aren't going to be around long. Some managers (like me) don't give raises or promotions to people who they believe will leave soon.

Some of these may help. But they may not. Handing out pay increases is often limited by budget issues beyond the scope of your manager. In recent years, some companies haven't given much (if any) in the way of raises to even their best employees.

I have some real stars on my team. I'd love to give them a much bigger raise, but the budget I'm given doesn't allow for that. They still deliver excellent work.

share|improve this answer

edited Jan 2 '14 at 0:52

answered Jan 2 '14 at 0:38

Joe Strazzere

224k107661930

add a comment | 

up vote
4
down vote

up vote
4
down vote

What else can I put into practice that will lead to better chances of
getting raises and promotions? More specifically, along with doing
good work what other proactive steps can I take to help with my career
development?

Every company is different, with different cultures, different values, and different measures. One size does not fit all when it comes to achieving success with pay raises and advancement.

Here are a few things that may help:

• Talk to your manager. Ask "What can I do to get a (better) raise? What can I do to get a promotion here?"


• Look around. Note how others have gotten promotions. See what led up to their promotion and use that as a model. If you are friendly with those individuals, ask them for advice.


• Understand the business better. Learn what decreases their costs and what improves their revenues. Use that as a model for what kind of work you can do that will be of high value to the company.


• Learn that most companies value more than just technical abilities. Sometimes helping others is a key to advancement. Sometimes leading others is a key to advancement. See how much of each might apply in your company.


• See if you can find a mentor. Perhaps someone who has been in your company longer, or at least in your industry longer, can help you discuss your situation more individually, in more depth, and point out obstacles you may not be seeing. Sometimes the obstacles are within you, sometimes external.


• Reflect a bit and see if you have consciously or subconsciously signaled to your manager that you aren't going to be around long. Some managers (like me) don't give raises or promotions to people who they believe will leave soon.

Some of these may help. But they may not. Handing out pay increases is often limited by budget issues beyond the scope of your manager. In recent years, some companies haven't given much (if any) in the way of raises to even their best employees.

I have some real stars on my team. I'd love to give them a much bigger raise, but the budget I'm given doesn't allow for that. They still deliver excellent work.

share|improve this answer

edited Jan 2 '14 at 0:52

answered Jan 2 '14 at 0:38

Joe Strazzere

224k107661930

What else can I put into practice that will lead to better chances of
getting raises and promotions? More specifically, along with doing
good work what other proactive steps can I take to help with my career
development?

Every company is different, with different cultures, different values, and different measures. One size does not fit all when it comes to achieving success with pay raises and advancement.

Here are a few things that may help:

• Talk to your manager. Ask "What can I do to get a (better) raise? What can I do to get a promotion here?"


• Look around. Note how others have gotten promotions. See what led up to their promotion and use that as a model. If you are friendly with those individuals, ask them for advice.


• Understand the business better. Learn what decreases their costs and what improves their revenues. Use that as a model for what kind of work you can do that will be of high value to the company.


• Learn that most companies value more than just technical abilities. Sometimes helping others is a key to advancement. Sometimes leading others is a key to advancement. See how much of each might apply in your company.


• See if you can find a mentor. Perhaps someone who has been in your company longer, or at least in your industry longer, can help you discuss your situation more individually, in more depth, and point out obstacles you may not be seeing. Sometimes the obstacles are within you, sometimes external.


• Reflect a bit and see if you have consciously or subconsciously signaled to your manager that you aren't going to be around long. Some managers (like me) don't give raises or promotions to people who they believe will leave soon.

Some of these may help. But they may not. Handing out pay increases is often limited by budget issues beyond the scope of your manager. In recent years, some companies haven't given much (if any) in the way of raises to even their best employees.

I have some real stars on my team. I'd love to give them a much bigger raise, but the budget I'm given doesn't allow for that. They still deliver excellent work.

share|improve this answer

edited Jan 2 '14 at 0:52

answered Jan 2 '14 at 0:38

Joe Strazzere

224k107661930

share|improve this answer

share|improve this answer

edited Jan 2 '14 at 0:52

edited Jan 2 '14 at 0:52

edited Jan 2 '14 at 0:52

answered Jan 2 '14 at 0:38

Joe Strazzere

224k107661930

answered Jan 2 '14 at 0:38

Joe Strazzere

224k107661930

answered Jan 2 '14 at 0:38

Joe Strazzere

224k107661930

224k107661930

add a comment | 

add a comment |