Status reports are one of those “‘way down the list” priorities. Recently, I asked several of my past coworkers to provide me with a couple of samples of their status reports so I can modify them for a project I’m working on. And you know what? Many of them don’t have to do any status reports for their work. They are relieved they don’t have to do them any more and I can understand why.
But there are some very good reasons to do status reports for your boss, even when you are not required to do so.
Let’s be honest here. Look at your calendar for the last week and check out all of the meetings you attended. Then look at all of the mini-sessions you did with coworkers. Look at the time spent on corporate policy conference calls. What do you see? An incredible amount of time spent on these activities.
Then go searching for what you accomplished that helped you reach your business goals assigned to you for the week. How much time did you actually spend on the work necessary to reach them?
Right, not so much.
The reason to do the status report is so you can both capture the few accomplishments for the week and to remind ourselves that we need to constantly fight to work on what helps use achieve our goals.
Unless you provide some sort of written report that shows what you accomplished during the week, your performance is solely based on the perception of the manager. Or, differently, the perception of your work is determined by your manager whether you have a written summary of your weekly accomplishments or not.
Doesn’t it make a lot more sense to put your accomplishments in front of your manager every week to help ensure that performance perception is the one you want to have? Rather than any perception the manager gets from all those meetings you attend?
You can show your personal brand every week through your status reports. When no one else does because they don’t have to, where does that put you in your competitive work environment?
All those weekly status reports add up. Handling eight tickets a day translates to forty tickets a week and that translates into 2,000 tickets in a 50-week year. What those resolved tickets are represents the business benefit you bring to your performance.
And wondering where things went off the rail and how you and your manager recovered to still meet your goal is discovered through your status reports when all you can remember is “we fixed it.”
Not every accomplishment goes from the status report to the performance review, of course. But the big ones do. And few, if any, of your coworkers have the documentation to build a performance review that really allows their accomplishments to shine.
And then there is the job search. Resumes demand accomplishments to get noticed. They provide the proof that your job skills are used to help businesses reach their goals.
I’ve talked to way too many people who say they don’t know where to find the numbers they need to show what they accomplished on their jobs for their resumes. The answer, of course, is in the lowly weekly status report. Done right, the status report is a powerful representation of your work and worth to an organization.
And if the organization doesn’t value your work, the results in the status reports become the accomplishments you need on your resume that great hiring managers want to have in the people they hire.
People just like you.
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