Mastering Your Role and Responsibility (R&R) for Success in Multinational Corporations
In multinational corporations (MNCs), understanding and leveraging your Role and Responsibility (R&R) is fundamental. This article explores how to utilize your R&R to gain visibility, enhance performance, and ultimately, get promoted within an MNC.
The Core Concept of R&R
R&R is a basic principle in MNCs. To excel, demonstrate your performance, and climb the corporate ladder (whether through grading or title advancements), you must grasp and expand your R&R beyond simply fulfilling assigned tasks.
Beyond Execution: Embracing Ownership
It's a common misconception, especially for those transitioning from local companies, that merely executing assigned tasks perfectly is enough. In MNCs, this is referred to as execution, which is simply meeting the basic requirements of your job. It's like a receptionist answering phones – doing it well is expected, but it doesn't necessarily lead to advancement. Execution, while necessary, often equates to a baseline performance.
MNCs place a higher value on ownership. Unlike execution, where you respond to directives, ownership involves:
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Identifying problems proactively, even before being instructed.
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Developing solutions to those problems.
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Following up on the implementation of those solutions.
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Demonstrating tangible results from your actions.
Ownership in Action: An Example
Consider the receptionist example. An employee demonstrating execution would simply take messages when a call can't be connected. An employee demonstrating ownership, however, would identify that the current system hinders efficient communication and seek ways to improve it. This could involve updating the contact database or suggesting new communication protocols to provide better customer experience and provide instant support. By taking initiative and improving the system, the receptionist demonstrates ownership.
An employee who identifies a problem with the existing workflow, proposes a solution to streamline it, and successfully implements that solution, achieving improved efficiency and customer satisfaction, exemplifies ownership. This type of proactive and impactful contribution is highly valued and often leads to promotions.
The Difference Ownership Makes
Ownership distinguishes high-performing employees from average ones. Those with an ownership mindset recognize potential problems and proactively seek solutions, understanding that inaction can negatively impact the company or others. Imagine encountering an obstacle on the road – most people would simply go around it, while someone with ownership would think about how to remove it for everyone's benefit.
Opportunities to Demonstrate Ownership
Countless opportunities arise to demonstrate ownership, whether within your primary responsibilities, in supporting colleagues, or through teamwork. Crucially, ownership is not about waiting for instructions. It's about identifying needs and taking initiative before being directed.
Another Example: Restaurant Service
Consider a restaurant scenario. Execution is a waiter simply apologizing and removing a dish with a hair. Ownership involves apologizing, replacing the dish, and offering a complimentary dessert to improve the customer's overall experience. The focus is on turning a negative experience into a positive one, creating a lasting positive impression of the restaurant.
Overcoming Complacency
Employees who have been in the same role for a long time can sometimes lose their sense of ownership, focusing solely on fulfilling their immediate tasks. While there's nothing inherently wrong with this approach, it limits potential for growth and advancement.
Proactively Expanding Your Scope
During performance reviews (annual or mid-year), actively express your desire to expand your scope. Highlight your accomplishments and propose ways to take on additional responsibilities.
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Express your readiness to tackle larger tasks or projects.
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Request opportunities to handle a greater volume of work.
Unlike some Eastern cultures, where employees may wait for recognition, Western cultures often value proactive self-advocacy. If you believe you are ready for more, communicate this to your manager.
Progression Through Ownership
Demonstrate your ability to handle a larger regional scope. After achieving success in your current role, proactively express interest in expanding your responsibilities to include other regions or larger projects.
The Logic Behind Promotions
If a junior employee consistently performs tasks typically assigned to their manager, they become a natural candidate for promotion. Similarly, managers often seek to develop someone who is ready to take over their responsibilities, freeing them up for further advancement. This creates a win-win situation for both the individual and the company.
Treat Your Boss as a Customer
View your manager as a customer whose needs you must understand and meet. What matters to them? Understanding their priorities is key to adding value to your work and ensuring your contributions are recognized. This understanding will drive you to work that is valued and essential.
By understanding and embracing the principles of R&R, execution, and ownership, you can significantly enhance your performance and increase your chances of success in the global corporate environment.