Worker sparks debate by saying that to get promoted in the corporate world, you have to be a bot-liker.

Entering the workforce is a lot like driving your own car for the first time. You know you’re ready, but it’s still stressing you out. And just as you learn that real-life traffic doesn’t behave like the textbooks, over time you also realize that companies operate by rules you never expected.

So when LA-based content creator Jenna (@jennahushka) created a TikTok, asked people what was one thing they weren’t ready for in the corporate world, and the answers started pouring in right away.

One of the most popular is Shelby Mayfield (@shelbymayfield). In it, Delacite explained that the importance of “kissing a**” to promotion was the most surprising lesson he learned, and his words sparked quite a heated debate on the platform.

A now-viral TikTok asked people to share the most surprising lessons they’ve learned since entering the workforce.

Image credit: Shelby Mayfield

And an entry by Shelby Mayfield apparently caught everyone’s attention.

Image credit: Shelby Mayfield

He pointed out that simply doing your best is not enough to climb the corporate ladder.

Image credit: Shelby Mayfield

A promotion sounds interesting. You are trusted with more responsibilities, advance your career, reward your ego with a heightened sense of accomplishment, and of course, start making more money.

But Dr Ruchi Sinha, an associate professor of organizational behavior at the University of South Australia’s business school, agrees with Shelby, saying that getting to the top of an organization takes more than a good job.

“Even if you are a high performer who takes initiative and exceeds your goals, you often have to convince your manager that you deserve to be equal,” Sinha says. wrote In Harvard Business Review.

During his career in academia, Sinha has taught many students how to navigate these competitive waters effectively, and has seen multiple strategies achieve the desired results. Sucking is one of them.

Sinha believes that employees who want to improve their future need a “sponsor”.

“A sponsor is someone in your organization who is in a position of power and supports your case for growth,” he explained. “This person may be a senior employee with whom you work regularly or an executive you admire and have mentored with. Usually, enough of a promotion in sponsorship. It takes time and effort.

Once you identify a potential sponsor, you need to build a relationship with them. Then, try to meet them regularly to discuss your career aspirations and progress.

“Schedule a lunch or virtual coffee with them once every two months and get their feedback on your work as well as their advice on how to reach your goals. A sponsor is someone who not only will train you formally, but also advocate for you behind closed doors, introduce you to other executives who will be important to your development, and protect you from negative publicity. Importantly, they can tell your boss that, yes, you deserve to be promoted when the time comes,” Sinha said.

Thus, sponsors often become more valuable than mentors. “Research shows that those who have sponsors at work are viewed in a more positive light,” Sinha added.

And as his video answer got more and more views.

@shelbymayfield #sewing With @Jenna | Corporate humor ♬ Original Voice – Shelby

People flooded his comment section.

Image credit: Gustavo Fring (not original photo)

But even if they do everything right, some people are still overlooked. For example, in a study of appraisal and promotion data from a large retail chain, Kelly Shaw, professor of finance at the Yale School of Management, and her co-authors found that women received higher performance ratings than men but that they was permanently and wrongly decided. As low leadership ability.

The study, which was based on the evaluation and promotion records of nearly 30,000 workers, found that women are 14 percent less likely to be promoted within a company each year, and that a major contributing factor is that they Perceived as consistently low leadership. ability compared to men. In the two-part annual evaluation, records show women’s performance at the company is rated higher than men’s average, but their ability is rated lower—a pattern that continues even when Women should exceed these expectations.

“The things that are commonly talked about in terms of management and ability are aggressiveness, execution skills, charisma, leadership, ambition,” Shaw says. said. “These are, I believe, real traits. They’re highly subjective and stereotypically associated with male leaders. And what we’ve seen in the data is a pretty strong bias against women in ability assessments.

Interestingly, the researchers believed that the group least likely to hold these male leadership stereotypes would be female managers. But they also underestimate their high-performing female subordinates.

This means that Shelby and many, many others are stuck playing a rigged game where the odds are stacked against them.

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