If you’re looking to advance to the next level in your construction career you don’t always have to resign and start looking for a new job to get there. You don’t necessarily have to be the top performer in your team to be considered for promotion either. Your manager is more interested in your people skills than your technical skills, but it can be hard to showcase those if your job description doesn’t allow for it.
So, just what does it take to get yourself noticed? Read on to find out the 4 major things a manager is looking for when promoting internally.
People Who Take Responsibility
Your manager will be looking for those who go above and beyond. They want to see work that is finished above the expected standard and is something that both the employee and the manager can be proud of.
Employees that are ready to promote will proactively take on tasks that are outside of their usual job parameters and will often ask to take the lead on their projects. They consistently accept more responsibility and are not afraid of volunteering to take on the extra work. Whether it’s doing a little bit of extra research, checking their work one more time or staying behind that little bit longer, they’ll get the job done.
This doesn’t just count for when things are going well either; being able to accept your mistakes and work to improve them, rather than avoiding the blame, shows maturity and is a great sign that someone has what it takes to do well in a leadership role.
Results-Focused people
Being able to effectively prioritise your work to produce the best results is a good sign that you’re ready to step up. Even if you’ve got a million things to do on your list, you need to be able to identify which tasks need to be done first and which can wait for later. If a more urgent task comes in, you’ll need to be able to keep your head and can re-shuffle to comfortably accommodate the new work.
Managers will also be looking for someone who comes to them not with their problems, but with solutions. Where others would seek out somebody else to solve their problems for them, the employee that will be promoted can see several steps ahead. Not only can they see problems that might arise in the future, but they’re able to come up with creative answers to them. They’re also proactive in front-footing issues ahead of time, and not afraid to ask questions or challenge existing processes but doing so in a positive way.
Stepping up to the next role will often involve having to deal with more responsibility. Given that, it makes sense that a manager will be looking for someone that can manage their stress well, keep a cool head, and can see a crisis coming from a mile away.
Someone Who Has Leadership Potential
Leadership potential can cover a wide range of different attributes and styles of leadership, all of which can be equally successful, which can make it even more difficult for decision-makers to earmark the right people for progression. However, there are a few common factors that people look for when pinpointing leadership potential in employees.
One of these is being a leader without having the job title to match. People will often look for the person who is the “go-to” on a specific project or team; someone who their peers rely on and look to for inspiration, even if (and sometimes, especially if) they don’t have an official senior position. This is especially evident in a crisis, or when things generally aren’t going so well, where being able to make sometimes difficult decisions, keeping a clear head and using sound judgement, is critical.
If leadership is something that comes naturally to you, then that’ll be reflected in the way you work and you’ll likely be rewarded for that down the road. If it doesn’t however, here are a few things you can do to show you can lead without the proper authority:
Another key thing people look for is someone with the ability to build and maintain a positive work environment. Supporting the rest of your team and being willing to help others learn and develop shows your attitude and will put you in front of the mind when higher-ups are thinking about suitable leaders. When rumours and gossip are being spread, this person steps up to shut down any negativity and will focus on creating a positive work environment for the whole team.
When they succeed, they’ll share the credit with their team and everyone who has helped them. They are unselfish and have no problem acknowledging others, often helping colleagues to contribute their ideas in a productive way that ensures a great result for everyone.
Tenure isn’t Everything
Managers in construction are looking for a self-aware employee who plays to their strengths while looking to minimise their weaknesses. However, some of the required skills can only be gained through time and experience, and if you do not have the necessary foundations for the next role, you won’t be moving into it anytime soon. If you’re interested in moving into a management role, talk to your managers about their pathway into leadership, and ask what advice they have for you.
Remember that tenure isn’t everything – many people like the roles that they’re in and have no desire to move, whilst a new person may come in and immediately show the potential to step up. People like sharing their experiences and for the most part are happy to help others, so voicing your aspirations, if you’re also realistic about how long it may take to move up the ladder, can help you stand out next time an opportunity comes up.
Summary
When it comes to leadership, tenure and performance aren’t nearly as important as attitude and communication. Managers must look at the way an employee is interacting with the rest of the team and, sometimes, even the wider company. They’ll be looking for someone that can keep a cool head in intense situations, can manage their time (and others’) to meet deadlines and produce excellent results.
Remember, your manager can’t read your mind! If you don’t show interest in moving into a position of management, then they probably won’t consider you as a candidate for promotion. Put yourself at the forefront and do what you can to showcase your leadership skills, and you’re much more likely to be noticed.
If you have any further questions about what managers are looking for when promoting internally, get in touch with our construction recruitment team in New Zealand today. Otherwise, check out our blog for more great advice.
