You crushed the project on time, under budget, and have exceeded all expectations—again. You’ve streamlined processes, connected dots others couldn’t see, and delivered results that wowed everyone—again. Yet, when the company announced promotions for this year, your name isn’t one of them—again.
If this sounds familiar, you’re not alone. Many high performers face this frustrating reality. While achievements might seem like enough to get ahead, there are certain behaviors that could be holding you back. There are also factors that, unfortunately, are out of your control (and could be a reflection of wider cultural problems at your place of work).
Below are some of the most common reasons why high performers might be overlooked.
Outshining your boss
If you’re getting the spotlight, sometimes that results in someone else (often your boss) feeling overshadowed. Insecure leaders can see your success as a threat. And while you can’t change behavior, you can choose how you respond to it. Try positioning your wins as a collaborative effort, without minimizing your contributions. This way, you’re highlighting how your work supports your boss and the broader team.
Overemphasis on results and underinvestment in relationships
Exceptional work speaks volumes, but unfortunately, in the corporate world, it doesn’t speak for itself. Promotions often go to those people that coworkers know and like, not just those who deliver results. If the leaders know your work but not you, that’s a problem. People promote those they trust, not just those who outperform. Build connections, attend events, and let your personality shine.
Poor visibility or advocacy
High performers often think their contributions are obvious, but unfortunately the right people have to see them in order for it to make a difference. Share your wins strategically with stakeholders, or form a group with trusted colleagues to amplify each other’s achievements. Visibility isn’t bragging—it’s ensuring that others notice your impact.
Misalignment with organizational priorities
You might be delivering results, but if they don’t align with institutional priorities, those might not necessarily translate to advancement. Determine what the critical areas for your organizations are and do your best to align your work with the organization’s strategic vision.
Being typecast
You might be too good. The unfortunate reality is that, in the corporate world, being indispensable can work against you. If leaders can’t identify who will fill your shoes if you get promoted, they’ll hesitate to move you up. Advocate for your career progression by communicating your desire to grow and evolve. Be sure to emphasize your willingness to prepare your successor.
How to stop being overlooked
Now there is an obvious solution to being overlooked at work—you can simply start looking for a role in another organization. But if you decide that you want to continue pursuing professional opportunities at your current job, there are several strategies you can implement to avoid being overlooked and be on the top of the shortlist for a promotion.
1. Develop executive presence
Great work isn’t enough—you need to communicate it with gravitas and confidence. Frame your ideas strategically, focus on the big picture, and focus on how you lead, not just what you deliver.
2. Build strategic relationships
If you want to be a manager, you need to make time to connect with colleagues and leadership in a meaningful way. Show how you can add value to them personally so that they get to know you. Perhaps you have a great restaurant recommendation, travel tips, or a useful app. Developing these professional relationships makes you relatable and memorable. Expand your network outside your organization. If you’re traveling, meet up with contacts for coffee or a networking meal.
3. Self-advocate (without self-promotion)
Nobody likes someone fake. Instead of broadcasting achievements like a personal public relations campaign, highlight your contributions while sharing credit with others. For example, Instead of a vague, “Thanks to my mentors and colleagues,” specify who helped and how. Doing this illustrates your gratitude, as well as your leadership.
4. Be proactive about what you can do in the future
You can’t change the past, but you can shape the future. Ask for actionable suggestions to improve the next iteration, then act on them. When you implement someone’s guidance, let them know. It shows that you value their input and are committed to growth. If you don’t implement their suggestions, it’s worth letting them know why. Take them through your thought process so it shows that you gave the idea careful consideration.
5. Align with leadership priorities
As business goals change, remain flexible. Understand what matters most to your organization and leadership, and position your work as essential to those priorities. Remember, leadership is about more than just outcomes. It’s about relationships, alignment, and strategic influence. By building relationships, advocating for your career, and aligning your work with strategic goals, you can ensure your work translates into the growth and recognition you’ve earned.
