Why is it that, doing the same job—coming to work, leaving work, and submitting performance—some employees consistently win their boss’s favor, rising as if on a fast elevator, while others remain stuck in the corner of the office, never getting promotions or raises? What secret criteria do bosses actually use to pick their successors or promote their top talents?
We’ve asked senior executives from well-known companies to share real stories, revealing which employees have impressed them the most. Pay attention: these are the subtle ways they assess people—insights they usually keep to themselves.
**Take Initiative and Responsibility**
One day, an employee knocked on my office door and handed me a thick document. He said, “After our recent meetings, I summarized my thoughts on the key challenges we discussed. I hope this can help with our upcoming projects.” I looked it over and realized it was related to our ongoing research on video resources. Not only did it analyze crucial data, but it also predicted several future industry trends. As I read it carefully, I discovered he had covered aspects I had wanted to know but hadn’t yet had time to assign anyone to research. I was deeply moved and immediately began to view him in a new light.
An employee like this gives me great satisfaction. He doesn’t just passively follow orders; he goes beyond what’s asked. He thinks ahead of his boss, proactively prepares, and executes reliably. Such initiative shows he’s bound for a bright future.
**Finish Strong: Stay Committed to the End**
I remember one employee who, during the month between submitting his resignation and his final departure, still came to work earlier than required, prepared everything in advance, and worked overtime without complaint, only leaving after completing his tasks. Even in his final month, he diligently handled his responsibilities, took time every day to mentor his replacement, and worried the new colleague might struggle. So, he compiled his entire workflow and key notes into a complete digital file. He personally reached out to all relevant partners, patiently introducing them to his successor. Only after ensuring a smooth handover did he leave with peace of mind. Before departing, he told everyone, “If any issues come up, feel free to call me anytime.”
I watched all this unfold and was truly impressed. An employee who respects the company and demonstrates such professionalism leaves a lasting positive impression. Whenever anyone asks me about him, I’ll strongly recommend him—and welcome him back should the opportunity arise.
**Don’t Be Self-Serving**
My department had to collaborate with another on a project. During a discussion, one employee suddenly asked, “What happens to our department if the other team gets this project first?” I was particularly displeased.
I dislike employees who, before even starting work, calculate personal gains and losses or speculate about others’ motives. I value those with integrity, awareness, and positive thinking. When doing a task, just focus on doing it well, rather than first calculating how much benefit it will bring you. His question revealed that, deep down, he prioritizes personal interests over team success.
**Don’t Dump Problems on Your Boss**
A subordinate came to me saying he was unclear about the project’s objective and wanted my opinion. I frowned and said, “To clarify this goal, what else have you done besides coming to ask me?” He paused, thought for a moment, and said, “Now I know what I need to do.” He went back, spent several days gathering data and researching, and when he returned to discuss it, the goal was crystal clear.
Bosses don’t mind employees asking questions—but we hate it when they don’t think. I appreciate it when employees bring problems along with their current progress and their own analysis. Even if their ideas aren’t perfect, it shows effort and helps me understand the situation better, making discussions more focused. More importantly, if you only push problems back to your boss, how can you expect to grow?
**Employees Who Won’t Act Will Be Cut**
Recently, I assigned an assistant to a senior manager on my team. This assistant didn’t report directly to me and we rarely met. One day, during a vendor bidding meeting, I walked into the conference room and found the assistant already there—sitting in a corner playing on her phone. A few minutes later, her direct supervisor (the senior manager) arrived carrying a large stack of bid documents, handing them out one by one to attendees. Shockingly, the assistant remained seated, watching her boss distribute the files. After the meeting, I told the manager, “Replace her immediately.” Over such a small incident, this employee was instantly rejected by management. If you’re like an abacus bead—only moving when pushed—your boss will quickly show you the door.
**Admit What You Don’t Know**
I once had a subordinate who loved to boast, “I’ve got this!” His attitude seemed confident, but it never gave me peace of mind. He’d often interrupt me before I’d finished explaining, saying, “I get it.” Once he made it clear he didn’t need further instructions, what could I say? As expected, his deliverables were always flawed. After a few such incidents, I stopped assigning him important tasks. He probably still doesn’t understand why his opportunities dwindled.
Confidence is important, but arrogance without wisdom is reckless. In work, “I don’t know” isn’t scary—what’s scary is “not knowing that you don’t know.” When your boss gives you a task, whether you understand it or not, it’s best to repeat it back to confirm your understanding. This helps you avoid mistakes and get things right the first time.
I particularly admire another employee. Every time he comes to talk to me, he brings a notebook. No matter how big the project or how small the task I assign, he quickly jots down the “5W1H” (When, Where, Who, What, Why, and How) in his notebook. Then, he immediately drafts a simple timeline and discusses the next steps with me. Every time I delegate something to him, I feel completely at ease—no need for me to micromanage, yet every step is under control. The ability to break down a complex, overwhelming task into manageable pieces demonstrates exceptional work capability, meticulousness, and strategic thinking. It truly earns my respect.
My biggest fear is assigning a task and hearing nothing—only to have problems explode at the deadline, leaving no time to fix them. I have a very capable subordinate who checks in with me two or three times a week, in person or by phone. Each time, he brings six or seven questions from the four or five tasks he’s handling, discussing them with me. This way, he doesn’t bother me at the first sign of trouble (which would make him look incompetent), and I stay informed about progress and challenges, so I can step in promptly if issues arise.