A continuación, te explicamos cómo puedes mostrar tu valía a tu jefe utilizando métricas de rendimiento.

“Sometimes the hardest part of the journey is believing you’re worthy of the trip.” – Glenn Beck 1.Track Achievements: Regularly monitor your progress using clear, quantifiable performance metrics. 2.Focus on KPIs: Highlight key performance indicators that align with team and company goals. 3.Visual Presentation: Use visual aids to present your data clearly and effectively. 4.Impact Demonstration: Show how your contributions positively impact the business. 5.Regular Updates: Keep your boss informed about your performance, demonstrating initiative and commitment.

Look for trends, patterns, and anomalies that can provide insights into your performance and the overall health of your projects. This will help you identify areas for improvement and growth. By understanding the story behind the numbers, you can make informed decisions and strategic adjustments that drive better results. Make sure these become lessons learned, not just lessons noted. Share your insights with your teams. Use clear, concise, and visually appealing reports to highlight your progress and the impact of your work. Effective communication of your metrics demonstrates accountability and transparency but also helps align team efforts towards common goals. This is an often-missed step and opportunity to create real value.

One thing I’ve found helpful is that you can find hundreds of KPIs, HR Metrics completely relevant to your industry and even goals. What helps is to identify the core three (no more than 5) that will tie it all up neatly! This is where your experiences (fails and successes) helps and in depth discussions with the team will be able to find those golden keys 🔑 The result of just talking will result in the understanding of pain areas, root cause, and ultimately you will add value. You are actually making the right diagnosis and able to work out the right plan. Freeze that moment, because after a while they forget why we are reporting on it. :-) Also review whether is it still relevant after a while.

Effective Communication is key to career success, so when it’s time to discuss promotion opportunities this climbs up to the top of the priority lists. The 7 C’s framework can help you achieve this: be clear, concise, concrete, correct, coherent, complete, and courteous. Seek feedback and learn how to advocate for yourself. Identify those who will advocate for your promotion and that will speak to your strengths and abilities. This is a good opportunity to help you clearly communicate your aspirations and identify skills needed in a proactive way. Ask your manager how you’re doing, what you are doing well and things you need to work on. Identify a timeline, and create an action plan to help achieve your goal or promotion.

Seeking feedback and understanding how you are performing and progressing towards a goal is critical to your growth and development. Identify key stakeholders that can speak to your performance, skills, potential and achievements. Identify advocates that will speak to your strengths and abilities. You should seek feedback on an ongoing basis, let it be a habit….after every project, major deliverable, during catch ups, etc. Ask your manager how you’re doing, what you’re doing well and things you need to work on that will help you achieve your desired promotion. Use the 5 R's of Feedback Model to seek feedback: Request: Take the initiative Receive: Listen actively Reflect: Gain insights Respond: Reply constructively Resolve: Commit to grow

showcasing your worth to your boss using performance metrics is a powerful way to demonstrate your value and standout in the workplace. By setting clear goals, tracking your performance, communicating your achievements effectively, and focusing on quality metrics, you can position yourself as a top performer and valuable asset to the organization. By leveraging performance metrics to showcase your worth, you can not only impress your boss but also advance your career and achieve your professional goals.

As far as we know the KPI s are finalised between manager and subordinate . If KPI s are not at organisational level ., then efforts have to be made to introduce it at that level . Once it is a part of organisation culture and system ,it can work out with the ideas given in this article