Employee Productivity Is Measured by What You Accomplish Beyond Your Normal Job Description
The shift in definition is what gets me an extra percent in my annual salary raise
I used to think that “productivity” is measured by how many of your regular tasks you can finish in a day.
But because they’re “regular” tasks, a lot of times, they don’t count. You’re simply expected to perform them because that’s what you’re paid to do.
What counts are those tasks you perform beyond your regular job function.
In both cases, I was considered a “High Performer”. But this shift in definition is what gets me an extra percent in my annual salary raise.
That’s what’s different between who I was 10 years ago and who I am today.
Here’s are 3 ways that would allow you to do something unique to the company:
#1 — Identify what you admire about other team members. A lot of times, these are soft skills that are unique to them.
#2 — Identify what everyone complains about. In most cases, there’s nobody in your team who is willing to learn how to solve it. This is most likely a hard skill you need to learn and develop.
#3 — Find a way to blend your interest to your job function. I like to write. I like copywriting. Now, I can apply copywriting into every document I write. Since this is a personal interest, you’re more likely to perform them with high quality.
Everyone complains about their dead-end job. I used to complain about it too. But because I learned how to provide unique value to the company (and is compensated for it), my 9–5 didn’t feel as a burden as it once was.
However, if you’re company does not treat you well despite your sacrifices, well…do the necessary preparations of your departure and be brave enough to quit.
