What's the best way to showcase your accomplishments to your boss?

In my perspective if you work mainly focused on showing your accomplishment to boss for a better recognition, it will be a like a pressurised environment that you create for yourself. Instead, create your own performance meter which should be ticking all the time. Forget about your boss. You are the boss to yourself. You justify your work everyday and see how it is improved from yesterday. No major impact? No worries keep changing your strategies do things differently. It will make some good progress and make you don’t need to present this progress finally at one day before your appraisal meeting. It should happen all the time when there is a progress. Don’t show it literally. Find a better way that your boss will identify himself.

The best way is showed by and through your work. There is not much to say or comment if the work is great and you created a "need" at the worlplace. As long as you you are an expert at what you do, the job is done.

Certainly! To showcase your accomplishments to your boss effectively, compile a detailed list of achievements, emphasizing measurable results and their impact on the company. Request a meeting specifically to discuss these accomplishments, tailoring your approach to your boss’s communication style. Be confident but concise in presenting your achievements, using data and metrics where possible. Discuss how your contributions align with company goals and seek feedback.

Align on expectations! This is is a must-have. 1. Channel: some people prefer email vs Slack vs Zoom vs other methods of communication so being on the same page is critical. 2. Format: is it a quick video, a tl'dr, a short blog post, a call, or something else entirely? 3. Frequency: how often is this feedback needed? 4. Audience: would it be best to talk 1:1, in groups, async, or in real time? 5. Continuity: is this a one-off or an ongoing process? Can some steps be tailored based on the use case? And so on.

Based on my 10+ years of C-level experience, I can prove that tracking your results is a base layer of your career strategy. First, it shows your boss you can manage and improve your results. Second, it's a source of creation of the storytelling and CV/LinkedIn profile that performs. Third, It provides a new level of self-assurance that allows you to negotiate well.

You should be very clear about the ‘formula’ how company/line manager value you, and that ‘formula’ truly represents the culture and resonate with your role. For example, if you are expected to go beyond the mile, driving not only the deliverables but final business outcome, it’s very likely you are sharing output business KPIs; However if you are only asked to provide routine supports/products, which are technically correct and efficiently working, then you should dive into the product itself and quantify the adoption performance, lead time and ROI. Lastly, if your company is promoting collaborative culture and team work, do take care of the 360 employee feedback - making your stakeholders satisfied, relaxed and joyful is the key!

It's simpler than many people think. If your work is making the life of your boss easy, then you are on the right track. Yes, in bigger organizations, when your boss is managing a big team, you might still need quantifiable metrics, or OKRs to remind everyone that you are accomplishing your goals, but the focus should be on the alignment of your own achievements with the overall company's growth. Despite your great individual achievements, if your work is not adding value to your team's success and growth, you will continue to have a hard time in making others notice your work.

I am going to give my perspective again based on your own performance meter. Assume you have a thermometer kind of performance measure beside your head. Unlike real thermometer, the more hotter is more performance results and better. - Make everything captured in numbers & PERCENTAGE. Like what was before and what is now. Bosses don't have time to compare the past and present. They Just need money. - If the numbers you make doesn't heat up your perfo-meter, something is wrong. It could be any material like sales, growth, leads, disputes, reputation or anything. Find it and make that material number looks good one by one. - Making good number in all the material will make you hotter and get you fell with great performance sick.

Bridging the points between your traction and value for the company is a great approach that shows your ambitions and decision-making abilities. If you can understand how your routines and projects impact the whole business, you are in your company's top 20% of employees.

Always show what value addition your effort has added to the system. And if this is something other can take part or use that method might be 2x/5x their own performance that will always set the bar high. Make sure you're playing smart instead of putting extra efforts for a little change.

In my experience, Company’s vision is top of anything so you must be aligned with that vision and set you strategy accordingly.

It could also be interesting to align it with your manager’s personal goals. His/her success is your success and vice-versa.

In the ideal world, the whole company shares the mission and the vision. But in fact, there are a lot of political processes inside the company. So you have to learn what visions, goals, and KPIs are set for three categories: - The whole company - Your department - Your boss And you must follow the exact order: boss-department-company.

STAR is an excellent methodology both for personal and career. You can create a great story if you track your achievements and meet your goals. But remember, you have to change your storytelling to align with the audience.

Asking for feedback has three main benefits: 1. You can adapt your strategy and tactics to the actual expectations of the stakeholder, not only your dreams. 2. You signal your boss that you are progressing toward career growth. 3. You are learning the HADI method (google it)

Always make sure to keep a check or find a way how your stakeholders are interacting to what is provided by your effort. For someone building dashboards, he should be aware by whome and to what audience the dashboard might be shown so the analysis for dashboard is upto the level of target audience.

I would rather solve some of the problems that my boss has on their plate … than worry about showing my accomplishments for tasks that I was anyway supposed to do. Once you solve those, not only your boss notices their life becoming easier (because of you) … but also you prove you are worthy of being trusted with bigger challenges. Doing as much as what you were supposed to is rarely enough of an accomplishment that demands attention of your supervisors. In my experience, in order to shine & grow solve for at least one level up.

Communicate with your boss in a transparent way, and let he or she understand that it’s important for you that they acknowledge your efforts and accomplishments