September often brings a flood of energy – and work. And sometimes it brings a new realisation: you want more. More responsibility, a bigger role, an impact that extends beyond your current duties.
At the same time, organisations are changing rapidly. New priorities, restructuring, and teams being reorganised. Research by Hudson and Vlerick Business School shows that Belgian companies are thinking more carefully than ever this year about how they deploy their teams.
For those who see this as an opportunity rather than a threat, there are possibilities.
How can you make a difference in a changing organisation? How can you let people know you want more without coming across as pushy? Find out in this blog.
The opportunities that change brings bring along
For many Belgian companies, reorganisations and changes are now a reality. This means that teams are being restructured and priorities are shifting.
This means that roles are not set in stone. Tasks that were previously clearly assigned to one person may change. We are reassessing who is best suited to which tasks. As a result, certain positions are becoming vacant and responsibilities are being redistributed. This is an opportunity for you.
You seize that opportunity by standing out. Change also creates gaps: a task that nobody is clearly taking responsibility for, or a question that remains unanswered because everyone is too busy. Anyone who notices this and does something about it stands out.
It might look something like this:
- Taking on a task that falls between two stools.
- Tackling a recurring problem in a structural way, rather than resolving it on an ad hoc basis each time.
- Contributing ideas on how a team or process could work more effectively, even if it does not directly affect your own role.
That is exactly what managers are looking for right now: people who don’t wait for a role to be assigned to them, but myself take the initiative and show what they can do.
Why this is also of interest to your employer
Filling a role internally is often easier and cheaper for a company than recruiting externally. You’re already familiar with the company, its culture and the way it operates. That saves time and reduces risk, particularly at a time when so much is already changing.
Research by Securex confirms that people often perform better when they are able to take the lead on a project or area independently. Asking for more responsibility is therefore not just good for you; it is exactly what an employer is looking for.
How do you ask for more responsibility?
Start with what you’re already doing. Think back over the past few months: a task you took on, a problem you identified before it escalated, or an idea you put forward. That’s your case for promotion, and it’s more convincing than simply saying you’re ready for more.
Turn that into a specific question. Your manager will find “I’d like to take on the coordination of this project” more useful than “I’d like to progress in my career”.
Timing is also a factor. Avoid major deadlines or periods of intense pressure, as there won’t be time to give your request proper consideration. A period of change, on the other hand, needn’t be a bad time. Managers are often particularly open to those who show initiative at such times.
Next, turn it into a conversation, not a demand. Have an open discussion with your line manager, share your career goals and ask what opportunities there are within the company to achieve them. Not sure how to start such a conversation? Here are a few phrases that work:
“Over the past few months, I’ve realised that I enjoy [description of task or role]. Is there scope for me to do more of that?”
“I’d like to contribute my thoughts on the direction this team is heading in. How do you see my role in that, both now and in a year’s time?”
“I’d like to take on the coordination of [project/task]. Would that be possible?”
And if the answer is ‘no’, that doesn’t mean the conversation is over. Ask why, and what is expected of you to secure a ‘yes’ in the future. Then agree on a specific time to follow up on this, for example in three to six months’ time.
Contributing your ideas during a period of change pays off: it gives you visibility when it really counts. Whether the conversation leads to a new role, more responsibility or simply a clearer picture of where you stand, standing out by contributing your ideas is never a waste of time.
Are you still unsure exactly how to go about this, or would you just like to have a chat about your career goals?
At CTRL-F, we’re happy to help you think this through. Please feel free to get in touch.
