Rising through ranks means planning ahead

Everyone wants to be recognized for a job well done, but being identified as a true rising star at your company takes more than just showing up for work and delivering the goods.

In fact, there is a right way and a wrong way to stand out at work, and hitching yourself to certain attributes and attitudes may mean the difference between becoming a shooting star or a falling one, according to Victor Becker, vice president of human resources for Phase Forward Inc. in Waltham.

"Of course, performance in the job you're currently in counts but company executives are also looking for qualities like flexibility and adaptability when trying to identify their future leaders," he said.' The ability to adapt and embrace change is a key component for getting positive attention at any company."

Becker also said employees who are able to work collaboratively toward a common goal, sharing information and supporting others along the way, are the ones who will ultimately shine in the company's mind.

"On the other hand, it's easy to identify self-serving employees who don't have the company's best interests at heart," he said. "While these people may achieve some short-term success and recognition, their true motives are eventually exposed. A successful team is one where every team member is successful, not just one individual."

While their ability to work on a team is key, employees have to take individual responsibility for their own workplace destinies more than ever before, said to Tod Loofbourrow, founder and chief executive of Authoria, also in Waltham, which makes software that helps companies recruit employees and track their job performance.

"The old days of the human resources personnel file are long since gone," he said. "Companies are doing a much better job of tracking their employees' skills. They're using online files and searchable databases to leverage talent and identify people who have certain skills."

But it's ultimately up to the employees to update these files and present their skills and career aspirations on a regular basis, he said.

This is particularly important if you're working in a company with more than 200 employees, Loofbourrow said.

"You really have to be aggressive about managing your online file. Be sure to let the company know who you are, what you can do, and where you want to go. Whether you want to go into leadership training or project management, your company's online system can help turn a city into a village and help get you noticed."

In addition to online file systems, many companies are establishing mentoring programs to help them recognize and cultivate future stars.

"You can be good at what you do but if nobody knows you're doing it, you're not going to advance," said Cheryl Nutter, who is associate director of immunopharmacology at Wyeth Pharmaceuticals.

Wyeth's "Eagles" program identifies high-potential talent within the research and development area of the company, she said.

Another program called Women and Leaders in Science fosters the company's budding women leaders.

As part of the Eagles program, Nutter said, supervisors and managers select employees who have demonstrated potential leadership qualities and place them in a two-year program with a number of different components.

"It's not a quick hit or one-time course. This is a full two-year program that takes promising employees through the entire research and development process," she said. "Here, they really get an understanding of how their job roles fit into the chain of events. They are taught by Wyeth employees who are currently in these positions, so they really get to learn the job."

Programs like these not only expose potential rising stars to different areas of the company, they also give them the opportunity to rub elbows with the higher-ups and players in the organization.

"This level of networking undoubtedly gives you an advantage if you're looking to move up or stand out," she said.

Christina Lampe-Onnerud, founder and chief executive of Boston-Power in Westborough, said she encourages her employees to take networking up another notch by identifying "heroes" within the company and emulating them.

"Whether it's their ethics you admire, their treatment of others, or their speed of data analysis, watch how they do their jobs, meet with those persons, and try to find out if you have an opportunity to work with them," she said. "Working with people that contribute to your core values will always be a motivating force."

Lampe-Onnerud said "being real" is also something company executives look for and appreciate in their employees. For instance, if you don't understand a particular assignment, don't be afraid to ask questions.

"A one-minute conversation can show you care and instantly increase your value in the eyes of the manager. On the other hand, if an assignment is right up your alley, don't be afraid to say so. Then, over-deliver," she said. "When you learn from your successes and defeats every day, you will learn to fly with some level of radar."

All told, Lampe-Onnerud said standing out at work ultimately means taking your destiny into your own hands.

After all, when you're spending so many hours at work, at the end of the day it's important to have a job you actually like.