Do you take most of the responsibility for your career yourself? Or do you rely mainly on your employer to develop you and give you the right opportunities? Research over several decades strongly suggests that professionals who proactively engage in career self-management – rather than rely on their employers – tend to enjoy better careers.
Networking skills have been repeatedly identified in studies worldwide as a major contributor to career success. In one investigation led by Jane Sturges at Open University Business School, employees who agreed with statements such as ‘I have talked to senior management at company social gatherings’ and ‘I have got myself introduced to people who can influence my career’ reported being subsequently offered more informal help, mentoring and career advice by colleagues within their organisations.
Networking is linked to higher career satisfaction and earnings
A separate study led by Ans De Vos of Vlerick Leuven Gent Management School found that networking behaviour was linked to higher career satisfaction and earnings one to three years later. The professionals had a mean age of only 23 years at the study’s inception, suggesting that networking benefits even young individuals early in their careers.
Sturges’s study also highlighted the importance of profile enhancement. Individuals who agreed with statements such as ‘I have made sure I get credit for the work I do’ and ‘I have made my boss aware of my accomplishments’ received more training, feedback and career opportunities than those who were more modest. While some professionals find this distasteful, the data suggests that doing so has tangible career benefits.
Tenure and salary
Changing jobs may also impact motivation and performance. Some professionals argue that staying within the same organisation for a long period should benefit a career more, as valuable knowledge is gained about the organisation’s ways of working. Others contend that moving jobs every few years means new skills have to be learned and fresh perspectives gained. A study led by Thomas Ng at the University of Hong Kong found that long-tenured employees were no better at their jobs than those with shorter tenures – mostly because long-tenured employees were more likely to become bored and less motivated at work. This may suggest that choosing to change organisations periodically may help to sustain motivation and performance.
Salary-chasing can land you in a role you dislike, leading to reduced performance
One counterintuitive career strategy is to avoid pursuing jobs with the highest pay. Longitudinal studies suggest that salary-chasing can backfire. Professionals who prioritise work they enjoy tend to achieve both greater career satisfaction and success (as measured by remuneration growth) in the long run. Conversely, those who chase a bigger salary often find themselves in roles they dislike, leading to dissatisfaction, reduced motivation and performance, and a stalled career.
ARM yourself
To thrive in your work psychologically and financially, you should pursue what I call a strong ARM: autonomy, relatedness and mastery.
- Autonomy refers to having control over your work. You can achieve this by seeking supervisors and work environments that grant more freedom in how and when you work and what you work on.
- Relatedness is about the social connections you build with colleagues and clients. Liking and feeling liked by the people around you are not just pleasant sentiments but may lift motivation and performance, too.
- Mastery involves developing skills and conquering appropriate challenges. Whether you feel overwhelmed by unmanageable tasks or underwhelmed by boredom, it will reduce your motivation and performance.
Job crafting
Getting a new job is a major opportunity to strengthen your ARM. However, studies also show that individuals who engage in job crafting – making deliberate changes to responsibilities and mental perceptions about work – typically increase their engagement and motivation at work.
Examples of job crafting behaviour have been identified by Australian researchers Gavin Slemp and Dianne Vella-Brodrick. They include taking on new tasks that better suit personal skills and negotiating responsibilities to align better with individual interests. Reflecting on the kinds of tasks and projects that align with your strengths or interests – and making a compelling case to supervisors and colleagues to secure those opportunities – can also pay off. Making suggestions and following through so they result in improved working practices is another effective tactic.
Passively accepting tasks rarely leads to fulfilment or high achievement
In terms of changing mental perceptions about work, reminding yourself of the importance of your work for the organisation or broader community may boost your engagement at work. Consciously reflecting on how work positively affects your life can further lift you emotionally.
The broader point is that passively accepting tasks and responsibilities rarely leads to fulfilment or high achievement. In contrast, proactively looking for even small changes in what you do at work may boost engagement, reduce the risk of burnout, and even help you earn more in the long run.
More information
Watch Dr Rob Yeung’s video on how networking can help you build a successful career.
