Workers should highlight their value to employers

SINGAPORE--Being the quiet achiever can sometimes work against employees in the workplace, where workers are judged by their achievements and successes, according to a local-based recruitment expert.

Karin Clarke, general manager of Select Business Services, noted in a recent press statement how "very innate" it is in the Singaporean culture for employees to be modest and reserved, preferring not to draw attention to their accomplishments for fear of being seen as arrogant and pretentious.

According to Richard Talbot, general manager of recruitment company Sapphire Technologies Singapore, this trait cuts across all professions including the IT sector, in the island-state.

"We find one of the key reasons IT candidates look to change jobs is that they know they can achieve higher remuneration elsewhere, and their employer has not been forthcoming with a suitable increment," said Talbot in an e-mail interview.

However, he noted that IT professionals need to also understand how to best present their achievements to their current employer, in order to secure that promotion or pay increment they have been eyeing.

Tho Lye Sam, human resource director at IBM Singapore, said in the past, technical individuals ranging from engineers to programmers, appeared to be less superior in their interpersonal or written skills compared to their business or sales peers.

"But we're definitely seeing less of this today," Tho said in an e-mail interview.

Increasingly, she said, employers are witnessing a new breed of employees who bring a mix of business, technical and people skills.

Tho added: "These knowledge workers will fuel the 21st century economy, and are definitely capable of presenting the best of their capabilities and competence--with the aim of sharing best practices, as opposed to being outright showy for personal glory."

Clarke said current global economic pressures make it particularly important now for workers in Singapore to make their value known in the workplace. This way, they can ensure they are recognized fairly and reap the rewards of doing their job well, she said.

"It is important that employees realize it may be time to work even harder and then communicate this success to the right people. Don't be shy to let relevant colleagues and managers know about what you have achieved," she added.

Boast the right way
But while employees should draw attention to their achievements, they should not do so blatantly.

"Some simple, subtle steps can be taken to make sure you receive the recognition you deserve," Clarke said. "It will make for a more positive work environment and will contribute to job security, career progression and show you are willing to take responsibility and ownership for your work."

"It could be as simple as copying in your manager on positive feedback from customers, or communicating the successful completion of a project or task. While it is not imperative to tell your peers unless you want to, making sure you tell the decision makers in your organization is essential," she said.

Tho said IBM encourages the sharing of best practices, and this involves putting the limelight on an individual, a team, a country or even a region.

"These are 'official broadcast' platforms to share an individual or a team's winning ways to the larger IBM community," she explained. "In addition, by celebrating performance and leadership excellence, we are able to encourage more of such desired behavior."

Talbot suggests employees who fear publicizing their achievements could work against them, consider taking a "reasoned approach".

"Of course, an employee who constantly talks about personal achievements all the time can be an annoyance, but conversely, employees that never highlight what they have achieved are easy to forget," he noted.

The individual should also recognize when to highlight an achievement to the manager, and when not to raise the issue. Talbot said: "An annual review would be a good time, for example, to highlight achievements."

IBM's Tho said: "Our employees are well aware that overstatements may look good in the short term, but are not sustainable in the longer term."

Clarke recommended that workers keep a record of their achievements, so they have documentation to support their case when it is time for salary negotiation or formal reviews. "It can be one of the most difficult conversations of your career, but discussing money with your employer is much easier if you can clearly demonstrate that your work has contributed to the success of your organization," she said.