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I had to change companies and do a reset at one point. It doesn’t have to be that extreme - but you have to be willing to have a year without exceptional performance. Set expectations up front - I need a year to focus on family and self. It’s a year - I’ll still work hard on clients, but I need to say no to some other stuff to do that and I understand I may not have the best performance year, but I want to make sure it won’t impact me long term.
Once you set that bar, it often just becomes the norm, and recognition is rare. Many have been there; it’s a tough lesson that loyalty doesn’t always get you the credit you expect, so setting boundaries from the start is the way to go according to me.
My boss was just laid off and I feel like he did the bare minimum. So, where is the happy middle point?
You can unwind expectations, but you have to do it slow slowly and transparently with your people manager. Communicate that high-performance has been contingent on expected rewards and recognition. No money, no honey.
That being said, if your high performance was not solely tied to R&R but also intrinsic satisfaction, communicate - alternatively - that you’re overwhelmed and need support.
This is terrible advice. If you don’t feel rewarded, look for another job. Making threats to your boss is generally the slow way to the top. If you are dialing back to prioritize family- not much they can say. No money no honey = no jobby