Try this framework to evaluate if you’re happy with work
Enjoy this excerpt from an article Try this framework to evaluate if you're happy with work written by BY RADHIKA DUGGAL from Fast Company.
For many companies, this time of year marks performance evaluation season. Amidst hiring freezes and layoffs, we may feel we should simply be thankful that we’re employed.
But I also encourage everyone to remember the value we bring to the table and acknowledge the fact we spend more time at work than with family, friends or nurturing our hobbies. Let’s couple our gratitude with a systematic approach to assessing if we are happy and fulfilled in our current roles this year-end.
Here’s the framework I use to evaluate if I am happy with work at least 70% of the time.
People are the most critical aspect of the evaluation since they can literally make or break your experience, but also the trajectory of the business. Ask yourself:
Do I respect the people I work with daily?
Am I learning from them?
Are they invested in my development in the context of the business needs?
Do I truly enjoy the time I spend with most of the people I work with?
It’s critical to think about people from a 360-degree lens and ask these questions as you think about company leaders who may be senior to you, your own team, and your peers.
Feeling valued is . . . well, a feeling, so it is very difficult to quantify. To get clarity, ask yourself:
Does my voice matter in the majority of instances where I choose to use it?
Do people at least consider my perspective?
Depending on your company size and structure, you might also ask:
Am I even in the room where the decisions are being made such that I can use my voice to share my expertise?
Depending on your values, this may or may not be critical for you. Since work is such a large part of my life, I feel strongly I need to see real impact from the work I do every day. So, I ask:
Can I see a line of sight to my work making an impact on real people?
If I can’t see that impact today, will I see it in the near future?
At what scale can I have this impact?
Your role defines what you do on a daily basis so having a clear understanding of the quarterly goals you’re responsible for is critical. Ask:
Do I have a clearly defined role such that I know my goals and the steps I need to take to deliver against them?
Is my role a priority for both me and the company?
Is there room for learning and growth in my role?
Anyone who tells you compensation doesn’t matter is trying to pay you less than your market rate. Don’t accept that. Instead, understand your market rate by speaking with recruiters and taking inbound calls from those who find you for analogous roles on LinkedIn.
Simply asking the compensation range and structure for other roles you are eligible for can help you answer the question, am I being compensated in line with my worth as dictated by the market?
No job is perfect, so I know I’ll never be able to definitively answer “YES!” to each of the questions aligned with the five criteria above. But, if I can answer yes to most of the questions aligned with three of five criteria above, I know there’s a strong chance I’m in the right place.