In the dynamic landscape of professional life, it is remarkably easy for self-doubt to creep in, particularly when the constant stream of explicit praise begins to wane. That initial honeymoon period in a new role, characterized by frequent commendations and a feeling of rapid ascent, often gives way to a more stable, less vocal phase. As you become more comfortable and proficient, the direct compliments from your superiors may become less frequent, not because your performance has slipped, but precisely because you have proven your capabilities and established a high standard. This shift can, unfortunately, leave many professionals questioning their impact and whether they are still truly valued assets.
Yet, this lack of overt daily praise does not equate to a lack of performance or value. In fact, seasoned HR professionals understand that true indicators of success often manifest in more subtle, yet profoundly impactful ways. It is about recognizing the implicit trust, the increased responsibilities, and the underlying operational efficiencies that speak volumes about your contribution. This is not just about doing your job; it is about growing, adding significant value, and being an indispensable part of your team’s success, even if the “thank yous” are not as loud as they once were.
Michael Doolin, a veteran HR executive with over 36 years of experience, including pivotal roles at multinational powerhouses such as PwC, British Airways, and DPD, offers a truly insightful perspective on this very common professional dilemma. Having spent decades observing, understanding, and guiding workforces, Doolin emphasizes that being good at your job transcends mere task completion; it is intrinsically linked to how much you are evolving, the unique value you consistently bring, and how you are, perhaps subtly, being recognized. For ambitious individuals, this daily recognition is sought after, and Doolin’s insights provide a powerful framework for identifying whether you are indeed performing exceptionally well, even when your boss might not be vocalizing it as often.
1. **Working Efficiently** One of the most immediate and telling signs of high performance, according to Doolin, is the inherent ease with which one navigates one’s responsibilities. It is not about the absence of challenges, but rather the seamlessness with which one tackles them. When one’s workload feels less like an uphill battle and more like a well – managed flow, it is a strong indicator of one’s mastery and effectiveness. This efficiency often translates into tangible outcomes that are hard to ignore, such as a noticeable reduction in the volume of incoming emails or the rewarding experience of finding oneself with unexpected time at the close of the day, week, or even month, which is a direct result of having consistently overachieved one’s targets. This quiet accomplishment is a testament to one’s ability to not just meet, but exceed expectations, freeing up valuable time for strategic thought or new initiatives.
Conversely, Doolin astutely points out that a growing stack of unfinished tasks, symbolized by “more paper in the bottom left – hand drawer,” can signal an individual who is underperforming. However, he also provides a crucial nuance: a perpetually overflowing inbox does not automatically mean one is failing. Instead, it serves as a prompt for proactive learning and adaptation. A true sign of a proactive learner, and thus a high performer, is the initiative to automate as much as possible, embracing new technologies and adopting superior practices. Setting up intelligent email rules to prioritize and filter what truly matters demonstrates an active engagement with one’s workflow, transforming potential chaos into structured efficiency.
This continuous quest for streamlined operations showcases not just one’s current proficiency but also one’s dedication to ongoing professional growth. It highlights an employee who is not content with merely keeping pace but is constantly seeking ways to optimize processes, enhance productivity, and deliver greater value in less time. This kind of efficiency builds a reservoir of trust and reliability with one’s colleagues and superiors, establishing one as someone who consistently gets things done, and done well. It is a powerful, self – evident metric of performance that often precedes any formal acknowledgment, laying the groundwork for greater responsibilities and opportunities.
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2. **Proper Planning** Another undeniable hallmark of a high – performing professional is the commitment to proper planning and astute prioritization. In Michael Doolin’s view, a well – organized individual ensures that their boss experiences no “surprises.” This is not about avoiding unexpected challenges altogether, but rather about proactive communication and strategic foresight that mitigate negative shocks. Leaving crucial tasks to the eleventh hour or delivering hurried, ill – considered responses are glaring red flags that convey a distinct lack of competency. Instead, the consistently well – performing employee operates with a methodical approach, laying out clear steps and anticipating potential hurdles long before they manifest.
This meticulous approach to planning manifests in several outwardly observable behaviors that reinforce one’s reliability. One is likely to be the person who consistently provides frequent, detailed reports and timely updates, keeping all relevant stakeholders informed and aligned. Furthermore, punctuality in one’s attendance and adherence to deadlines are not just basic expectations, but integral components of demonstrating one’s commitment and professionalism. These habits, seemingly minor on their own, collectively paint a picture of an employee who is organized, dependable, and fully in control of their responsibilities, fostering an environment of trust and confidence within the team and across the organization.
Beyond merely avoiding surprises, robust planning translates into a more strategic approach to one’s role. It empowers one to approach projects with a clear roadmap, identifying critical paths and potential bottlenecks, thereby optimizing resource allocation and minimizing reactive firefighting. This foresight demonstrates an ability to think ahead, anticipate needs, and manage complexities effectively, elevating one’s contribution from merely completing tasks to strategically shaping outcomes. It signals to leadership that one is not just executing, but truly orchestrating one’s work, making one an invaluable asset in a rapidly evolving business environment where foresight and proactive management are paramount.
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3. **Positive Feedback** While direct praise from one’s boss may ebb and flow, a consistent stream of positive feedback from one’s colleagues, clients, and customers on work – related matters stands as an unequivocal sign that one is performing exceptionally well. This external validation is, in many ways, even more powerful than internal recognition, as it reflects one’s tangible impact on those with whom one interacts most directly outside of one’s immediate management chain. It serves as a real – world barometer of one’s effectiveness, showcasing one’s ability to not only meet internal expectations but also to positively influence key external relationships vital to the organization’s success.
This type of feedback is invaluable because it highlights one’s proficiency in a diverse array of crucial skills. It underscores strong interpersonal capabilities, an intuitive understanding of client needs, and an unwavering commitment to delivering high – quality results that resonate beyond one’s immediate team. When clients commend one’s responsiveness or colleagues praise one’s collaborative spirit, it signifies that one is not just competent at one’s individual tasks, but one is also contributing to a positive collective experience and strengthening the company’s reputation. Such commendations demonstrate a broader impact, indicating that one is a positive force in every interaction, building bridges and fostering goodwill.
Moreover, the nature of this feedback often speaks to one’s ability to solve problems, communicate effectively, and maintain a professional demeanor under various circumstances. It is a testament to one’s proactive approach to service and collaboration. For an employer, observing consistent positive feedback from various stakeholders offers a clear, objective measure of an employee’s value proposition. It signifies an individual who is not only a diligent worker but also a powerful ambassador for the organization, capable of fostering strong relationships and driving collective success. This consistent external endorsement often serves as the most authentic and impactful form of recognition, proving one’s significant, sustained contribution.
In the ongoing pursuit of professional excellence, understanding the less obvious, yet profoundly significant, indicators of success is crucial. While the previous section illuminated the tangible aspects of efficiency, planning, and external validation, Michael Doolin, with his extensive HR experience, delves deeper into the intrinsic and relational qualities that truly set high performers apart. These signs speak not just to what one does, but to how one engages, problem – solves, and continuously evolves within one’s role and the broader organizational ecosystem. They are quiet affirmations of one’s invaluable contribution, often more telling than any direct compliment.
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4. **Engagement** One of the most profound indicators of one’s sustained performance, as underscored by Doolin, is one’s level of engagement within the workplace, both informally and formally. This is not just about showing up; it is about being truly present and invested in one’s role and the broader company environment. Such engagement manifests itself in a multitude of observable behaviors, including consistent attendance, a professional appearance, proactive collaboration with colleagues, and a noticeable trend in one’s email interactions, whether they are effectively managed and decreasing, or signaling proactive communication and increasing in specific contexts. Beyond these, a genuine intellectual curiosity and active participation in workplace meetings, casual gatherings, or even everyday conversations serve as powerful evidence of one’s deep involvement and commitment.
From an employer’s vantage point, truly getting to know their employees and understanding their operational nuances is an absolutely crucial, yet often underrated, aspect of effective management. Doolin emphasizes that employees operate distinctly under varying pressures, and by developing a keen sense of an individual employee’s motivations and moods, employers can effectively identify potential stress points before they escalate. The most effective way to cultivate this understanding, according to his seasoned perspective, is through the simple, yet powerful, act of spending quality time with one’s team. This dedicated interaction builds a foundation of trust and insight, allowing for more nuanced performance assessment.
Furthermore, a truly supportive and high – performing work environment should never solely fixate on the workplace itself. It is paramount to consistently remember that each individual brings a unique array of talents, experiences, and perspectives that extend far beyond their daily tasks. Therefore, viewing the person as a holistic entity, rather than merely a cog in the corporate machine, is profoundly important. This comprehensive perspective benefits both the employer, who gains a more complete understanding of their human capital, and the employee, who feels seen, valued, and motivated to contribute their full, authentic self, fostering an environment where growth and sustained value addition thrive.
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5. **Bringing Solutions, Not Problems** A definitive hallmark of an individual who is performing exceptionally well at work is one’s consistent ability to arrive with solutions, rather than simply identifying problems. This proactive mindset transforms challenges into opportunities for strategic thinking and decisive action. When one attends meetings, for instance, one is not just there to absorb information; one is there to contribute, often armed with well – conceived ideas that one has diligently thought about and thoroughly researched. This demonstrates a valuable capacity to move beyond mere observation and into impactful, constructive engagement, showcasing one’s commitment to overcoming obstacles.
The utility of a well – evaluated solution cannot be overstated in any professional setting. It signifies a deeper level of engagement and analytical prowess, indicating that one is not just capable of pinpointing issues but also of devising viable pathways forward. This trait is particularly evident in how one handles missteps or unexpected hurdles. According to Doolin, if one makes a mistake, a true sign of a high performer is the willingness to acknowledge it directly and, crucially, to already have a workaround in mind or actively be developing one. This showcases accountability, resilience, and a forward – thinking approach that prioritizes resolution over blame, reinforcing one’s reliability and problem – solving acumen.
This consistent delivery of solutions, coupled with a proactive approach to acknowledging and rectifying errors, distinguishes an employee who is merely competent from one who is truly indispensable. It signals to leadership and peers alike that one is not just executing tasks but actively contributing to the strategic health and efficiency of the team and organization. Such an individual acts as a catalyst for progress, consistently converting potential setbacks into opportunities for improvement and innovation. This ability to foresee, strategize, and implement effective remedies significantly amplifies one’s value proposition, marking one as a pivotal asset in achieving collective goals and navigating complex professional landscapes.
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6. **Curiosity** Another profoundly important sign that one’s work is not just going well, but that one is actively excelling and adding significant value, is the presence of genuine curiosity. This isn’t a passive trait; it’s an active, inquiring mind that constantly seeks to understand and improve. Manifesting as a keen desire to learn, curiosity drives one to ask insightful questions, pushing beyond surface – level understanding. One might find oneself questioning established internal processes, thoughtfully inquiring, for example, why certain tasks are carried out in a particular way. This probing isn’t critical for the sake of it, but rather stems from a desire to optimize.
The underlying motivation behind this inquisitive nature is always geared towards enhancing efficiency and creating opportunities. By questioning existing frameworks and seeking deeper understanding, one is inherently looking to remove roadblocks that might be impeding progress, thereby streamlining operations and fostering a more productive environment. Doolin highlights that this very act of being inquisitive and consistently seeking out ways to add value is a clear indicator of strong performance. It demonstrates that one is not content with the status quo, but is actively engaged in shaping a better, more effective future for one’s team and the organization.
This relentless pursuit of knowledge and improvement, driven by innate curiosity, positions one as a dynamic and evolving professional. It reveals a capacity for critical thinking and a commitment to continuous growth that transcends routine job descriptions. A curious employee is often a pioneer, identifying areas for innovation, streamlining workflows, and proactively contributing to the strategic evolution of the business. Such an individual doesn’t wait for problems to emerge but rather anticipates them, transforming questions into solutions and challenges into opportunities. This intellectual drive is a powerful, understated signal of one’s significant and ongoing contribution, aligning perfectly with the expert view that being good at one’s job is intrinsically linked to how much one is growing, how much value one is adding, and how, in myriad subtle ways, one is truly recognized.
In the intricate tapestry of professional life, where explicit commendations might not always be readily voiced, these six signs, as elucidated by veteran HR executive Michael Doolin, offer an invaluable compass for assessing one’s true performance. They underscore that being good at one’s job transcends mere task completion; it’s about the tangible ease with which one manages one’s responsibilities, one’s foresight in planning, the positive resonance one creates with clients and colleagues, the depth of one’s engagement, one’s consistent delivery of solutions, and one’s unyielding curiosity. These are the powerful, often unspoken, metrics of one’s indispensable contribution.
Should one still find oneself grappling with uncertainty about one’s standing, Doolin offers a simple yet potent piece of advice: ask for feedback. Proactively engage one’s line manager or supervisor with direct questions such as, “How am I doing? What do I do well? What do I not do well?” Express one’s appreciation for regular feedback and consider suggesting informal, brief check – ins—perhaps a quick 15 – minute chat at the end of the day. This proactive approach not only clarifies one’s performance but also demonstrates one’s commitment to continuous improvement and open communication, fostering a more transparent and supportive working relationship.
Beyond seeking external validation, empower oneself by establishing one’s own personal bests and creating bespoke milestones, much like a runner tracks their performance. This could involve tangible goals like reducing one’s inbox to zero by a certain time, or successfully onboarding a new client from start to finish. Doolin suggests keeping a workplace diary or setting one’s own Key Performance Indicators (KPIs) as effective tools for tracking this personal progress, providing a clear, self – directed measure of one’s achievements and growth. This internal metric becomes a powerful antidote to self – doubt, cementing one’s understanding of one’s own capabilities and impact.
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Finally, remember to adopt a broader perspective that transcends the confines of one’s professional identity. While work is undeniably a significant part of life, one’s worth and status should never be solely defined by one’s position or title. Doolin wisely advises, “Consider what a good child, partner, parent, or friend you are.” This holistic view of self – actualization encourages a balanced assessment of one’s value, reminding us that true fulfillment and recognition extend far beyond the office walls, enriching one’s life and contributing to one’s overall well – being. It is a powerful reminder that while professional excellence is commendable, a well – rounded life, rich in diverse roles and relationships, is the ultimate measure of a truly successful individual.
