Friday, January 15, 2021

How to be a good employee (10 times the salary in 10 years) — Part 4: Take the right responsibilities

Photo by Mario Gogh on Unsplash

Dear readers,

Thank you for coming here!


This is the episode 4 of the “Good employee” series.

When I thought of this topic, I struggled to decide whether this would be a better fit for the “Good manager” series.

However, I did get this idea as an employee. It would be good for employees to take the manager’s perspective from time to time anyway.

Moreover, I am an individual contributor now (aka employee) and I do not know whether I will have enough material to continue the “Good manager” series.

Therefore, I decided to post it here in the “Good employee” series.


When I think of my past experiences, there are two types of responsibilities I take on, corresponding to the “Positive” and “Negative” mindset I follow in different stages of my career.

Type 1: The responsibilities to deliver success — Positive mindset

Type 2: The responsibilities to take punishment for failure — Negative mindset


Type 1 is like saying “Just leave it to me. I will make it happen.”

This requires motivation and pro-active problem-solving. There is no room for excuses and we need to give it our very best.

We take it on ourselves to overcome whatever difficulties and roadblocks.

This mindset usually improve things.


Type 2 is like saying “If this fails, you can blame it on me.”

No doubt, this is not easy either. This requires courage and accountability.

However, this could be used to justify not trying and not caring.


As a manager, Type 2 is a must. A good manager will take accountability and the consequences for their team’s failure.

Type 1, however, could harm the team’s performance because it brings the risk of micro-management and dictatorship.


But as an employee, we have to take Type 1 responsibilities. 

We are hired to make things happen. That is why we are here. Otherwise, we would have been of no use to corporations.

As an employee, we actually do not have the option to take Type 2 responsibilities, because they always fall on the organization and then our managers first. We at most take a small part of them.

Therefore, as an employee, we need to devote all our proactiveness to make things happen.

The other way is not really a choice. 


Photo by Tim Marshall on Unsplash

Maybe the best team will have managers take Type 2 responsibilities and members take Type 1 responsibilities.

And, the opposite would no doubt be the worst set up.

When employees are made to take Type 2 responsibilities, they will also try to avoid Type 1 responsibilities.

Can you imagine saying “Just leave it to me. I will make it happen” to a manager who will punish you for the failure?

So in conclusion:

As a manager, take Type 2 responsibilities always (maybe this is not a choice either) and show it to your team. Be cautious with Type 1 though.

As an employee, Type 1 is the only type for us. Take it and give it our best in a team where managers take Type 2. If we are unluckily in a team where managers avoid Type 2, protect ourselves until we quit for a better team.


Till next time!

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