Ever heard the phrase, hire twelve men or one woman to do the job or some exaggerated number like that. Well, it must be true. I work with many couples who own a business together. The husband often says, “I am the entrepreneur, and my wife takes care of everything else. I am not sure what we do without her.” They joke and laugh about how hard she works, and they could not do it without her. I hear something similar from my female clients who work with large and small businesses. They work hard, and the owners depend on them. Neither one of these situations is good for either party.
Most women have a high level of energy, enjoy making things better, are often people-pleasers, and don’t mind working hard to get the job done. While everyone loves a woman who works in this way, it can hurt the business and her career.
Any business that depends on any one person risks a lot should that person leave or not be able to do their work. The owner of a law firm insisted Sally would never go. I shared my concern that Sally was the only one who knew how to manage one aspect of his practice that provided a large portion of their revenue, providing an added non-legal service. While Sally did not intentionally leave, she did become ill enough to require an extended leave. This created a disaster for the firm, their clients, and all who depended on Sally. No one knew what she knew or how to do her work.
One of my clients was a superstar from the start of her employment in a large corporation. Janet took the job, hoping that with her years of experience in the industry, she would quickly move up in the company. Everyone depended on Janet. No one knew what she knew or had the industry connections that she had. The largest client loved her because she could create miracles, so they felt well served. When the opportunity for promotion became available, Janet expected the promotion because of her exceptional performance, and she was a perfect fit for the new position. Everyone agreed. In the end, she did not get the promotion simply because they needed her where she was. They did not know how to replace her. No one could do what she did.
The message here is unmistakable. While you are doing such a great job, as a co-owner or an employee, never make yourself irreplaceable. Real success and career growth happen another way. Always think about what it would take for someone else to be able to do your job. There are simple steps you can take.
- Write out what you are responsible for as you understand it – not all you do but what you are accountable for accomplishing.
- If you are an employee, review this with your manager and come to an explicit agreement on your position’s roles and responsibilities.
- Write your career and life goals. Know what you want to accomplish. Be clear how this company is a step in that direction.
- Let your manager know what your career goals are within the company and ask them what you will need to do and show for that to happen.
- Ask them to mentor you regularly so that you and they always know where you stand and steps you can take in your development.
- The next and most crucial step is to document processes for how you do your work. Organize those processes so that someone could step in and take over your position. This makes you available for that promotion.
Some women worry that if they documented their work, they would be replaced. That is the point! You want to be free to take that next step. Don’t be irreplaceable. Be promotable.