Do you want to be indispensable at work?

Working hard is often a good idea because your employers will reward you and promote you for it. However, another school of thought contends that you shouldn’t become overly dependent on your job. Why would your bosses want to promote you if no one else can accomplish what you do? It would be impossible to find someone to take your place, therefore they would want to keep you there. Working hard seems to be working against you in this situation.

What then should you do in light of the aforementioned situation? To begin with, you should assess your current situation at work. Do you believe you are performing at your highest level in your present role? Have you earned the trust of your employers? Do people seek your assistance and advice? These are all generally reliable signs.

On the other hand, consider whether you have held the same position for a long time. When did you last receive a promotion? Did that happen more than five years ago? Maybe a pay increase? It does mean that something is amiss if you haven’t received a pay raise or a promotion in the past five years. If it seems like new hires and promoted employees have come before you, consider whether you may have become a bit too dependent on yourself at work.

If you’ve been around for a while, you might have developed a deep grasp of a system or process that will need your input when there is an emergency. If so, congratulations. But consider this: Why must it continue to be this way? No organization should rely just on one person to handle a situation effectively.

If so, then the organization as well as the person have failed. The company didn’t prepare a backup plan in case a key individual lost their job in the future. At some point, all of us depart, some voluntarily and some not. The knowledge hasn’t been shared by the person.

If you leave behind a vast void of knowledge and response-ability, you have failed. Your ex-colleagues will reflect poorly on what you have left behind, and your replacement(s) will simply reset the clock and commence the role as best as they know how. Very quickly the organisations course is righted and you are just another diminishing ripple in the ships wake.

Someone who is indispensable does, in fact, attest to a given number of flaws and will experience a certain number of concerns. Autonomy is a trait that the indispensable person has, but it is the only quality he possesses. This, in my perspective, shows a lack of delegation, sharing, and teamwork, which causes a number of issues. What transpires if the crucial individual takes a vacation? Become ill? Resigning? The day this so-called quality manifests itself, it becomes a nightmare.

What transpires if you become ill? What do you say to your staff if this occurs? you recently decided to close your business? What will occur the day after you recover from your illness? Disaster scenarios are typically predicted in very large corporations as soon as the CEO is chosen. Whatever the situation, the CEOs are committed to make it simple to hand over. including the CEO’s unintentional demise. Do you still desire to be required everywhere? And don’t expect an exciting career if you are indispensable; you will remain in your position forever. You are in charge!

Although the causes may differ, the outcome is the same. In this case, nobody really wins. Finding and developing people who can fill their shoes should be your first focus if you have employees that are indispensable.

On the other side, by not trying to do everything alone, you increase your company’s resilience and give your team more room to be flexible and adaptable. You lessen the negative impacts of monotony and increase the challenge and enjoyment of your work as well as that of your coworkers. You can rely on your coworkers if you feel weary or have a lot of work at once, and you are more freer from time management and planning. You will, in essence, have considerably greater resilience.

Start the knowledge transfer process by providing training, mentoring, documenting of the process, system and process re-engineering, outsourcing, insourcing, or whatever-sourcing is necessary. Just be careful not to depend too much on that one individual to keep things moving! And if you are that person, know that management is well informed of the circumstance. They will already be making plans for your replacement if they are even remotely competent in their current position.

Don’t become overly anxious or conceited when they urge you to guide the younger heir apparent. Accept this as a chance for you to take the lead and once again show the organization how valuable you are. When you finally leave, your legacy will be what and who you leave behind.

Check out my related post: Do you have the execution factor?

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