Unspoken Workplace Expectations: Alec Rickard on What Bosses Truly Value

In a recent LinkedIn post, Alec Rickard delves into the unspoken expectations that bosses hold for their employees, arguing that understanding these can be the key to career advancement. Rickard highlights a common frustration: performing well and delivering results, yet still feeling overlooked. He posits that this often stems from a gap between what is explicitly communicated and what is implicitly expected by leadership.

Rickard begins by framing the core issue: the silent expectations that can lead to professional stagnation if not met. He writes:

Your boss will never say these out loud.
But they’re expecting them. Always.
There’s nothing more frustrating than:
 → Doing solid work
 → Delivering results
 → Still being overlooked

According to Rickard, the underlying reason for this frustration is that bosses have expectations they do not explicitly voice, and they observe employee behavior even when they believe they are unobserved. He then outlines eight key unspoken expectations that contribute to an employee’s success and visibility within an organization.

The Importance of Proactive Engagement

A significant portion of Rickard’s advice centers on the need for employees to go beyond their basic job descriptions. He emphasizes taking initiative and bringing solutions rather than problems to the table. As Rickard explains regarding initiative:

Doing what’s asked is the bare minimum.
Leaders anticipate, not wait.

This proactive approach, according to Rickard, is what differentiates high performers. He argues that simply completing assigned tasks is insufficient; true value comes from anticipating needs and contributing to the team’s objectives before being asked. This ties into his point about understanding the bigger picture – recognizing how individual contributions drive team success and align with broader organizational goals.

Demonstrating Leadership Potential

Rickard also stresses the importance of acting at the next level before officially being promoted. He suggests that employees should demonstrate leadership qualities and perform at a higher level to be considered for advancement. Rickard notes:

Promotions go to people already performing at that level.
Show leadership before it’s official.

Furthermore, Rickard highlights the value of making a manager’s job easier. This involves managing one’s own workload effectively, minimizing the need for constant oversight, and handling feedback constructively. He advocates for viewing feedback not as criticism but as a guide for development. As Rickard puts it, “Curiosity beats defensiveness every time” when receiving feedback, indicating a mindset geared towards growth rather than justification.

Building a Reputation Through Consistency and Growth

Consistency in daily work habits is another key expectation Rickard identifies. He argues that reliability builds a lasting reputation that complements the impact of specific results. This daily commitment, he suggests, is “remembered long after results.” Additionally, Rickard points out that employees are expected to take ownership of their professional development. He states that bosses do not typically create individual development plans, and employees must proactively seek out opportunities for growth.

In conclusion, Alec Rickard’s LinkedIn post provides a comprehensive look at the subtle yet crucial expectations that can significantly impact an employee’s career trajectory. By focusing on initiative, problem-solving, leadership potential, feedback reception, consistency, and self-driven growth, employees can better align with their bosses’ implicit desires and unlock greater professional success.