Learn how to walk the fine line between knowing your worth and arrogance to unlock your maximum reward potential.

Skip back to the 1960s. Fresh-faced graduates and hopeful apprentices were marched in front of potential employers like a faceless beauty parade. The skills employers were looking for back then were primarily based around time-keeping, dedication and as little back chat as possible, for nobody liked a ‘smart Alec’.

Fast forward fifty years and working culture has radically evolved. In today’s highly competitive environment, it is essential for employees to recognise their own self-worth, and to take control of their career paths and destiny. No HR manager is ever going to care about your career as much as you do, so here are five steps to take to make sure your employer recognises and rewards your value.

1. Focus on the bottom line

This might sound obvious, but the reality is - especially in big firms - that many employees are many layers away from that ‘bottom line’. But to really demonstrate your worth, stay as commercially minded as possible. Make sure everything you do ties back in with the commercial goals of the business. Nothing will make you as appreciated as showing you are contributing commercially.

2. Show, don’t tell

Show your skills off rather than shout them from the rooftops. Inner confidence speaks volumes. Staying late to pitch in and help the team working on a big pitch, even though it’s not one of your projects, shows that you are a team player. Making a big decision and standing by it, without asking for anyone’s approval is another example of leadership that people will appreciate (as long as you can justify the decision making process). Even if you are still near the bottom of the ladder, demonstrating you can mentor juniors/interns displays confidence and management skills.

3. Take a reality check

There’s a lot to be said for taking stock every once in a while. Think you’re getting a bad deal in your IT sales role? Talk to your friend who works for the NHS. Those quarterly bonuses look good now. We are not saying you should look to the bottom of the scale, but a reality check can help you see your deal in a new light, and consider non-financial incentives that motivate you as well.

Sarah, 24, a junior accountant, was hit hard by a personal situation last year. The fact that her employer let her use work time to organise a sponsored cyclathon for her chosen charity was a big motivator. As well as helping her fulfil a personal ambition it showed organisation and fostered relationships within the company, and with external suppliers to raise funds:

“I think my boss saw a different side to me. I owned the project, got senior management involved, and raised funds, as well as generating some good PR for the cyclathon with the industry press.”

4. Be straight up about financial remuneration

Men are, historically, better at this than women. This plays no small part in the significant difference between men’s and women’s salaries in middle and senior management. In the future, learning to value and articulate self-worth and negotiate an appropriate financial package should be in every new school leavers/graduates careers training.

The secret? Be open, get the timing right, and have a clear case for why you think it is relevant. Include examples of how you have moved above your current package, get testimonials from colleagues/other managers as to the value you create, and be confident in stating what you think you are worth. Don’t just ask for it as a salary increase either, be prepared to create incentives along the way.

5. Don’t be the perennial office ligger

Staying in the office ‘til gone ten most evenings? You’re not alone. From hot shot finance managers to over-worked creatives, it’s the cultural norm for many employees to think it’s what you do to get ahead.

Of course, staying late every now and then when there’s a big deadline looming is acceptable, and no employer will hold much respect to the person who leaves dot on the clock no matter what the situation. But it is just as much of a mistake to go the other way and stay late for the sake of it.

As Richard Clarke, MD of a creative marketing agency says, “late nights cost us a lot of money. We do work to tight deadlines but I respect employees more who work really hard during office hours to meet deadlines than those that don’t work to their potential and then stay late to make up for lost time.” Richard concludes; “It costs us a fortune in pizza deliveries and taxis home!”

Remember, that your boss was once in your position too, and the chances are they are using these techniques themselves to further their own career paths. Show your value, realise your own personal goals, and the chances are you will be rewarded fairly for your achievements.