Why “doing great work” isn’t enough
And what actually gets remembered when decisions are made
There’s a quiet belief many of us grow up with and then carry straight into our work lives.
I believed it too.
If I do my job well. Stay reliable. Go above and beyond. And keep my head down.
Eventually, it will speak for itself.
And then one day, you’re hit with “Meets expectations”. Or “Thank you so much for your hard work” without any conversation about growth, pay or what’s next.
That’s the moment I started paying attention.
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Have you noticed that colleague?
The one who always talks about how full their plate is. Who narrates every single challenge in meetings, every deadline, every fire they put out. (You know the one.)
They’re not necessarily doing more work. They’ve just learned how to make their work visible.
And once I saw it from the inside, I realized something important:
This isn’t about being louder or more self-promotional, or becoming someone you’re not.
It’s about learning how to translate what you already do into language the system rewards.
Here’s what I mean.
“Helped with X task” disappears in a calibration meeting. “Led X, which resulted in Y for the company” sticks.
“Things stayed on track” sounds nice. “Prevented a delay that would have cost time, money or trust” changes the conversation.
Same work. Different clarity.
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If you’ve ever felt confused watching a colleague with similar skills move ahead faster, this is usually why.
Not because they were better. But because their work was easier to advocate for.
Someone showed them what to highlight. What to repeat. What actually lands in decision rooms.
Careers don’t move forward on effort alone. They move forward when effort is translated into language the system understands.
And that’s exactly why I’m here.
To show you what to focus on. How to name your work. And how to get ahead of the curve without changing who you are.
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So here’s a simple way to do it
Whenever you talk about your work, don’t stop at what you did.
Go one step further and explain what changed because of it and why that change mattered.
What I did → What changed → Why it mattered
So instead of saying:
“I helped with X.”
Say:
“I led a key part of the X project, removed blockers as they came up and helped the team deliver on time with less back-and-forth.”
Or:
“I managed the day-to-day work in a way that kept things running smoothly and freed up time for others to focus on higher-priority work.”
Same work. Different framing.
And if your work can be repeated when you’re not in the room, it can be rewarded.
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Big sister Note
Once you start doing this, you’ll notice something else.
The people who seem to “take control” of meetings aren’t always the busiest or the most capable. They’re usually the ones who narrate their work in real time.
They say things like:
“I’m happy to take this on so it doesn’t slow the team down”, or “I’ve been juggling a few priorities here, but this one is handled”, or “I’m stepping in so we don’t lose momentum.”
They’re not bragging. They’re helping the room understand their impact.
If the only time someone hears about your work is when it’s finished and quiet, it’s much easier for it to disappear later.
That’s when you realize it’s not confidence that separates people. It’s visibility.
Your work should matter. And systems tend to reward what they can clearly see, explain and repeat.
That’s often the difference between being appreciated and being promoted.
So now you know how it actually works.
If this brought something up for you, you can reply directly to this email or message me on Substack and tell me what you’re thinking. I read every one. ✨
Or, if it’s easier, tap the poll below. 💌
Totally agree Valia!