Career Path vs. Performance, What Are Women Missing?
Myth #6: Women expect their boss to recognize their value
There are countless unwritten rules and expectations that professionals must navigate in the workplace to succeed. One such belief, particularly prevalent among women, is that “my boss should be able to know and recognize the value I bring.” This assumption, while well-intentioned, can inadvertently hinder career progression.
Welcome to week six of our proprietary talent and workplace insights! We’ve had fun sharing our data the past few weeks, and have two more myths to dispel. Today, our myth isn’t debunked, but rather confirmed as true. Women do in fact feel that their boss should know and recognize their value.
Through extensive workplace research, Ceresa, a professional development company, has uncovered critical insights into this myth and how it impacts women’s career trajectories. In this blog post, we review these insights, exploring why this belief persists, how it manifests differently for men and women, and what can be done to ensure that women not only perform well but also advance in their careers.
Why Does Women’s Hard Work Go Unnoticed?
The belief that one’s work should speak for itself and that a boss will naturally recognize and reward value is rooted in the traditional view of meritocracy. Many women, driven by a strong work ethic, focus intensely on doing their job well, often at the expense of other critical activities that contribute to career advancement, such as networking, self-promotion, and seeking mentorship.
This mindset can lead to missed opportunities for recognition and advancement, as the visibility of one’s contributions is often just as important as the contributions themselves.
Insight: Gender Differences in Professional Goals
Ceresa’s research provides a revealing look at how professional goals differ between men and women, shedding light on why this myth is particularly relevant to women. According to the data, there is a meaningful difference in the goals that men and women participants focus on in their professional lives:
Focus on Professional Growth: Women are significantly more focused on professional growth, with 36% of their goals centered around improving skills, compared to 29% for men. This focus on growth highlights a commitment to personal development and mastery of their roles, but it also suggests a tendency to prioritize skills over career advancement.
Well-Being vs. Career Path: For women, well-being is the second most important focus, with 25% of their goals related to maintaining physical and mental health, compared to 18% focused on career path. Men, on the other hand, prioritize career path goals (24%) slightly more than well-being (23%). This difference points to a potential gap in how women perceive the importance of actively managing their career trajectory.
Career Vision and Promotions: When men do focus on career paths, their goals often involve creating a clear career vision and seeking promotions. In contrast, women’s professional growth goals are more likely to involve strategic thinking and building confidence. This suggests that while women are developing critical skills, they may not be as proactive in navigating their career paths or advocating for advancement.
Evidence of the Impact
The implications of these differences are profound. Ceresa’s research shows that women’s aspirations for senior leadership, clarity of career vision, sense of empowerment, and confidence in achieving these goals fall significantly short of what is observed in men. For instance:
Aspirations and Confidence: The average scores for women’s aspirations to senior leadership and confidence in achieving such roles are 3.1, compared to 3.8 for men. This gap indicates that women may internalize lower expectations for their career progression, possibly due to a lack of visible role models or mentors who have successfully navigated similar paths.
Support Systems: Women also report feeling less supported by their employers in pursuing senior roles, which may further exacerbate the challenges they face in advancing their careers. The lack of support could stem from fewer opportunities to engage in strategic networking or to seek out mentorship from senior leaders.
These findings align with previous research, such as a Bain & Company study, which revealed that women’s aspirations to senior leadership positions often diminish significantly by mid-career. This drop-off in ambition occurs despite women entering the workforce with higher or equal levels of ambition compared to men.
Why is it Important for Women to Network and Self-Advocate?
One thing stood out from Ceresa’s research, the disparity in how men and women approach networking and self-advocacy. Men are more likely to network extensively, seek out career guidance, and proactively ask for help. These activities are necessary for career advancement, as they increase visibility, create opportunities for mentorship, and facilitate career guidance.
In contrast, women’s focus on “putting their heads down and doing a good job” may lead to less engagement in these essential activities. This can create a vicious cycle: without actively promoting their achievements and building strategic relationships, women may find themselves overlooked for promotions and leadership opportunities, reinforcing the belief that their hard work is not being recognized.
Ceresa Mentor, Lauren Bryant: Fighting Imposter Syndrome and Advocating for Yourself
To illustrate the challenges women face in advocating for themselves, Lauren Bryant, a VP, Speaker and Ceresa Mentor, talks about learning to combat imposter syndrome and assert her value in the workplace.
As a young Black female, Lauren often found she was the only one like herself in professional settings. This experience contributed to a pervasive sense of imposter syndrome, compelling her to overexplain and defend her recommendations to prove her worth.
Early in her career, Lauren would prepare extensive presentations, sometimes up to 30 slides, to justify her recommendations. However, a pivotal moment occurred when a trusted mentor advised her that she didn't need to ask for permission to do her job. The mentor assured her that her preparation and due diligence were more than sufficient and encouraged her to simply present her recommendations without the lengthy introduction.
At first, Lauren found this approach daunting. She would present her recommendations and anxiously await feedback, expecting criticism or questions. To her surprise, her thorough preparation ensured that her recommendations were well-received. Over time, this experience helped her build confidence and develop the "muscle" of leading with her recommendations without feeling the need to over-justify herself.
Lauren's journey has taught her to push the envelope in her career, not just by providing recommendations but by offering bold advice on how organizations can improve and grow. This shift in mindset—moving from seeking permission to asserting her expertise—has become a cornerstone of her success. It underscores the importance of self-advocacy, particularly for women who may face additional challenges due to race, gender, or other factors.
How Can Women be Supported in the Workplace?
The insights from Ceresa’s research, combined with Lauren Bryant’s experience, highlight the need for a shift in how women approach their careers and how organizations support their advancement. Organizations play an important role in addressing the challenges that women face in advancing their careers. Here are several key takeaways:
Advocating for Advancement: It is essential for women to recognize the importance of advocating for their own advancement. This includes actively seeking out opportunities for promotions, making their career aspirations known to their supervisors, and taking ownership of their career paths.
Building Networks: Networking should not be viewed as “office politics” but as a vital component of career development. Women should be encouraged to build and leverage professional networks, both within and outside their organizations, to gain visibility, mentorship, and support.
Strategic Support Systems: Women should focus on creating a robust support system that includes mentors, sponsors, and allies. Mentors can provide guidance and advice, sponsors can advocate for their advancement, and allies can offer support and encouragement. Organizations should also be proactive in ensuring that women have access to senior mentors who can help them navigate their careers.
Addressing Bias in Career Support: There is significant evidence to show that people tend to mentor and support individuals who resemble themselves. This can lead to women receiving less career support, as their mentors are often less senior and may have limited influence. Organizations must be aware of this bias and take steps to create more equitable systems for career support.
If your business could benefit from hiring a company to assist with professional development, reach out! This is the heart and soul of Ceresa.
To Sum it Up: Bridge the Gap Between Performance and Advancement
The myth that “my boss should be able to know and recognize the value I bring” is a pervasive belief that has the potential to get in the way of women’s career advancement. Ceresa’s research reveals that while women are highly focused on professional growth and well-being, they may not be as proactive in managing their career paths as their male counterparts. This can lead to lower aspirations, diminished confidence, and fewer opportunities for advancement.
Lauren Bryant’s story of overcoming imposter syndrome and learning to advocate for herself further illustrates the challenges women face in the workplace. When women embrace the importance of self-advocacy, network, and have strategic career management, these barriers are broken and full potential is achieved.
At the same time, organizations must provide the support and resources needed to help women navigate their careers successfully. By working together to address these challenges, we can create a more equitable workplace where all employees have the opportunity to advance and thrive.
For more insights into workplace research and professional development strategies, or to learn how Ceresa can support your organization, visit our website or contact us.