6 signs you're good at your job, according to an HR executive with over 35 years of experience

Michael Doolin has been working in the field of Human Resources for a staggering 36 years at companies including PricewaterhouseCoopers, British Airways, and DPD.
He frequently observes that employees don't receive the acknowledgment or feedback they desire from their supervisors.
An experienced HR specialist reveals the key indicators that suggest an employee is performing their job exceptionally well.

This personal essay is based on a recorded conversation with Michael Doolin, the chief executive officer (CEO) of Clover HR A former human-resources director at several well-known companies including PwC, British Airways, and DPD in Ireland, whose conversations have been edited for brevity and clarity.

After three and a half decades in human resources, you notice that a significant number of employees report for work with a genuine intention of performing well. In my opinion, roughly half of the workforce thrives on receiving a simple "thank you" at the end of each day as a means of emotional fulfillment. Unfortunately, many employers neglect the enormous positive impact that acknowledging an individual's contributions can have on fostering a sense of purpose and motivation among their employees.

At work, employees often feel uncertain about their performance. Some applicants driven to advance will seek daily validation. Informal signs, such as a supervisor taking someone to lunch or spending more time with a colleague, can create a sense that certain individuals are favored. In extreme cases, this perceived inequality can amplify feelings of stress, anxiety, and self-doubt.

Regular performance evaluations should happen more frequently than just once a year. These reviews should be an ongoing conversation between you and your supervisor. A good rule of thumb is that there should be no unexpected surprises, so it's best to have regular discussions and performance reviews throughout the year.

For me, being effective in your role is about gradually improving your skills, consistently delivering more value to your organization, and obtaining favorable recognition. If your supervisor doesn't specifically express their opinion on your performance, these are indicators that you continue to do well at work.

Working efficiently

How smoothly your work is going, whether it's a breeze or a struggle, is often a good barometer of how well you're doing in your job. You may discover that you're finishing work early, for example, because you've exceeded expectations.

On the other hand, if a large amount of unfinished paperwork remains in the bottom left-hand drawer, it might be a sign that you're not completing tasks efficiently.

To clarify, having a backlog of emails doesn't necessarily mean you're not doing a good job. By using automation and technology to streamline your workflow, you're showing a willingness to learn and grow. Consider establishing email filters to only display the messages that truly matter.

Proper planning

Having a sense of organization and planning shows that you're meeting expectations effectively. Your manager shouldn't be caught off guard. Not planning ahead and delivering last-minute results sends a message that you may not be fully competent.

You will likely be providing regular progress reports and updates, and will make punctual appearances at work.

Positive feedback

If you receive praise from coworkers, clients, and customers regarding your work-related efforts, it's likely that you're on the right track with your approach.

Engagement

Your level of activity and involvement at work is a key indicator of your success. This can be seen through various signs such as your punctuality and physical appearance, the way you interact with coworkers, the number of emails you send and receive, and your level of participation in work-related activities, conversations, meetings, and gatherings.

Understanding the people you work with is more important than it's often given credit for.

When under pressure, individuals tend to behave in distinct ways. To recognize these stress points, employers can gain a deeper understanding of an employee's driving factors and emotional states. Building a rapport with them by spending quality time together can help achieve this insight.

A company or organization should expand its focus beyond the workplace itself and consider the whole person, including their individual strengths and skills that extend beyond their job responsibilities.

Bringing solutions, not problems

Doing a great job at work often leads to generating solutions rather than problems. You'll probably arrive at meetings prepared with ideas that you've thoroughly considered and looked into. Coming up with well-thought-through solutions is helpful. And when you make a mistake, you'll own up to it and find an alternative fix.

Curiosity

A key indicator that your team's work is progressing well is a strong sense of curiosity. You're likely to ask thought-provoking questions and have a desire to learn more. Questions might arise internally, for instance, 'why things are done in a certain way,' which demonstrates a proactive approach to identifying obstacles and turning challenges into opportunities.

Please clarify if you're still unsure about something.

If you want feedback, don't be afraid to ask for it. Talk to your supervisor or line manager: What is my performance like? Are there things I'm doing well? Are there things I should improve on? Let them know you appreciate their input and suggest scheduling a check-in at the end of every day for just 15 minutes. This can be a casual conversation.

Setting personal benchmarks for success is an achievable goal, just like training for a race. You can define your own performance metrics by tracking your progress in a work log or setting personalized key performance indicators (KPIs), whether it's achieving zero unread emails or taking on a new client.

Take a broader perspective. Some folks tend to equate their sense of self-worth with their job rather than their overall life. Reframe your value and importance by thinking about what a good family member, partner, or community member you're being, rather than solely the position you hold at work.

on Microsoft Start.