How To Measure Success in the Workplace

Measuring success can be challenging because everyone’s definition of success is unique. Some individuals view success as having a specific income, a certain number of clients on board, or a certain number of workers. Which of these three examples best fits you? All of them are pretty simple to measure.

It is simple to determine how successful you are at earning a given amount of money if you look at what you are now making, calculate how much more you need to achieve, and then monitor your progress. 

It is simple to determine when you become “successful” when you have a set amount of clients because you know how many you have and how many you desire. For your long-term job, figuring out how to assess success can be highly advantageous.

Steps to Measure Workplace Success

There are numerous ways to evaluate professional achievement. Smaller accomplishments, related activities, or the acquisition of abilities or habits that help you advance professionally can serve as indicators of success. A rigorous process is outlined in the following phases for gauging your effectiveness at work:

1. Utilize Peer and Feedback Evaluations

Asking for feedback from individuals around you is one of the best ways to evaluate how well you’re doing. Choose the people whose opinions you value, and occasionally ask them for their advice. 

Also, if you work with clients or customers, having reviews from them or comments from them can reveal a lot about your skills.

While it is helpful to ask for their feedback on your performance, you can gain a more accurate understanding of your advancement by asking how well you are doing compared to the previous year. 

Seeing trends throughout time is essential for figuring out whether you’re getting better and moving forward. The fact that you are becoming better is proof that you are succeeding.

2. Ask for Performance Reviews

Both companies and employees may benefit from the usage of performance reviews. It aids an employer in assessing whether their workers are providing satisfactory performance. A performance review can offer quantifiable measures to gauge your progress as an employee. 

After receiving a few of them, this becomes even more significant because you may utilize them to spot trends that require attention or advancements through time.

3. Finish Important Daily Tasks

Your job ambitions may frequently need you to invest time in learning new skills, working on particular projects, or obtaining specific certificates. You may gauge your progress by how frequently you do these tasks if you set aside specific hours of the day for them.

For instance, if you are a part-time student pursuing a higher degree, you could establish a daily study minimum of two hours. You can gauge how well you’re doing by keeping track of this on your calendar.

4. Note How Your Interactions Go

Having strong communication skills is crucial to your success in a wide range of professional settings. This is because the majority of work is collaborative or involves giving people goods or services. 

Active listening is a crucial skill that enhances your communication abilities. If you take the time to listen carefully to what others are saying, you could discover that your comments are a lot more pertinent and well-received. 

Listening can improve your speaking skills, just as reading can improve your writing. Even when having casual talks with friends, you might try to listen more intently.

5. Watch Your Career Trajectory

Growth and promotion might signify several things, depending on your line of employment. Growth can refer to how quickly you’ve moved up the corporate ladder or how much your pay has increased over time if you work for a firm. It might also be connected to new obligations you’ve been handed. 

If you operate as a lone proprietor, growth can relate to your company’s profitability, the number of loyal customers you have, or the number of employees you have. Both times, developing new talents or honing ones you already have can be a useful success indicator.

Conclusion

Success has several facets in today’s complex and multifaceted industries. Without a question, numbers will continue to be a crucial indicator, but don’t ignore the significance of intangibles. It’s not necessary for success to be all about you. You should be commended if you went above and above to brighten someone else’s day.

About the Author

BCjobs.ca is Western Canada’s largest job board, with majority of the jobs coming from Vancouver. For nearly 20 years, BC Jobs has connected job candidates with companies looking to add talent to their team. Here at BCJobs, we understand that looking for a job is difficult. To support our candidates, we recently launched a podcast to help you stand out during your job application. Listen to weekly episodes on our podcast to hear what recruiters are thinking and what companies look for when considering their next hire.

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Paulo Oliveira came to our April 2017 Talent Day, where he met Anthony Azar (one of our Career Experts!) and the team from Traction on Demand. Thanks to this connection from Talent Day, Paulo found a developer role! Paulo recently moved to Vancouver, and Talent Day was the first networking event he went to. We asked Paulo and Anthony to share their Talent Day experiences with us – keep reading to get a look at Talent Day from both sides.

Please describe your experience at Talent Day.
At Talent Day, Paulo took his time to check all the companies attending the event, deciding which ones he would speak to. The event was busy, but “there was enough time to talk to all companies [he] was interested in”. Traction on Demand was the first company that he applied for, and the only one that he went from start to finish with through the recruiting process. While he had applied at a few different companies, the process at Traction on Demand was so smooth and efficient that he received an offer even before going to any other interviews.

What it was like to network and connect with great companies like Traction on Demand?
Paulo shared that “it was super easy to approach and speak to recruiters in each company’s booth,” and “they were very open to start a conversation with all present candidates”. Traction on Demand stood out in particular because Anthony “was very excited about Talent Day” and their booth was buzzing all night.

What was your experience at Talent Day like while representing Traction on Demand? 
Anthony: Talent Day gives us the opportunity to connect with a variety of great talent – often those who are new to the market – that have a variety of technical skills. We really appreciate the opportunity to get to know candidates in-person and chat with them about the great things that are happening at Traction on Demand.

What do you look for in candidates when you’re hiring?
Anthony: Traction on Demand’s hiring philosophy is based on culture, intelligence and then skills as we think that if someone is a great culture fit and has the aptitude to learn, then they can pick up many of the skills they might be missing. Salesforce.com talent is quite rare in Canada and so it has always worked better for us to look for great people to train, as opposed to searching for ramped salesforce.com talent. We are interested in people who want to join an active community of engaged individuals who see business as more than just a vehicle to make money. We care about our people, wider community and planet.

Want to connect with Traction on Demand? Read up on Anthony’s networking tips, check out their job postings, and learn more about their culture. Don’t forget to join our Tech Talent Meetup group in order to stay updated on future events like Career Experts Panels and Talent Days.

The post Talent Day Success Stories: Paulo and Traction on Demand appeared first on BC Jobs Blog.

Lorraine Boutin is a recent grad who came to Talent Day in April as part of her job search. At the event, she met the team from Drive Digital, where she got the chance to learn about their culture and found a front-end development role! Keep reading to learn more about Lorraine’s experience at Talent Day and life at Drive.

Please describe your experience at Talent Day.
Lorraine: Talent Day was great! I had seen many of the companies throughout my job searches and it was valuable being able to meet with them directly and give my resume and a sense of my skills in person. It was a very busy event, however I was able to meet with all of the companies I intended to.

What it was like to network and connect with great companies like Drive Digital?
Lorraine: Networking and connecting with companies at Talent Day was a great experience, and allowed me to get a feel for company culture and the type of people they were looking for. I had heard of Drive Digital before the event, so I made sure to meet the team in person and get a sense of the position they were hiring for.

Now that you’ve been able to find an awesome new role from Talent Day, what is life at Drive Digital like?
Lorraine: Life at Drive is awesome – I’m really enjoying my new job and especially the company culture. Being a recent grad it was very important to me to find a place where I could grow and continue improving my skills, and Drive has all of that and more. The company has a very laid-back atmosphere, which I love, as it makes even the more stressful times during deadlines fun.

We were able to connect with Miles Sellyn, Managing Partner at Drive, to learn more about their time at Talent Day, and this is what he had to say:

What was your experience at Talent Day like while representing Drive Digital? 
Miles: We had a great time attending our first Talent Day a few months ago. We met over 60 candidates for our 3 open positions, interviewed 6, and have now have one working for us…and she has been doing an amazing job since day one!

What is Drive Digital like?
Miles: Drive Digital is a creative digital agency with a specialization in web design and development. We’re a team of 26 talented UX/UI designers, developers, strategists and project managers with passion for creating top quality websites that make an impact for our clients. We take our work very serious, but not ourselves (except when it comes to MarioKart).

If you’d like to learn more about Drive Digital, be sure to visit their website, like them on Facebook, and follow them on Twitter!

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