Building Your Professional Legacy

How do you remember your coworker who retired two years ago? Do words like lazy, difficult, irritable come to mind? Maybe even a few words that aren’t exactly HR-approved? Or do you think of someone as kind, humble, and exceptional?

Let’s meet two very different legacy-builders:

Baily’s Not-So-Great Legacy

Baily, our former tech assistant, had a work style best described as “bare minimum, maximum complaints.” Deadlines were mere suggestions, and accountability was something that happened to other people. If you needed help, Baily’s go-to move was an exaggerated sigh followed by a “That’s not really my job.” The only thing Baily mastered? The art of dodging responsibility while somehow taking credit when things went right.

When Baily finally left, the office ran smoother. Baily’s legacy wasn’t about skill or support, it was a cautionary tale of what not to do.

Carson’s Legacy of Excellence

Now, meet Carson — a tech assistant who made work better for everyone. Carson wasn’t just a problem-solver; she was the person you actually wanted to ask for help. With a mix of skill, patience, and humor, she tackled complex IT issues, mentored new hires, and somehow made troubleshooting less soul-crushing.

When Carson retired, people didn’t just remember her brilliance; they remembered her kindness. She proved that true success isn’t measured by job titles but by the people you uplift along the way.

Your Legacy: More Than Just a Job Title

Your professional legacy is how people remember working with you, not just the tasks you complete. It’s the difference between being missed and being erased from the company group chat with lightning speed. You don’t need a fancy title to leave a lasting impact. Here’s how to build a meaningful legacy, no matter your role.

Step One: Define Your Legacy Goals

Ask yourself: How do I want to be remembered at work? (Hint: “Never around, always complaining” isn’t the goal.)
Identify the values you want to reflect — such as integrity, teamwork, or just not making every meeting unbearable.
Consider the impact you want to leave behind: Do you want to be a mentor? A problem-solver? The office legend who brought the best snacks?

Step Two: Reflection (Brace Yourself!)

1. Gather Honest Feedback

Ask colleagues, supervisors, or even your office bestie for real talk about your strengths and growth areas.
Check performance reviews or peer feedback. If you’ve ever been described as “a challenge,” now’s the time for change.
Pay attention to how people treat you — are you sought after for advice or actively avoided like an expired lunch in the breakroom fridge?

2. Assess Your Actions and Impact

Are you known for reliability, innovation, and teamwork — or just for dodging tasks?
How do you handle challenges? Do you stay adaptable and professional?

3. Identify Areas for Growth

Do you need to strengthen key parts of your reputation — communication, leadership, collaboration, or just being less of a Baily?
Set actionable goals, such as mentoring others, improving a skill, or not responding to emails simply with “per my last email.”

Step Three: Adjust & Elevate

Set a clear vision for the impact you want to leave behind.
Align your daily actions with your legacy goals (yes, that includes being a decent coworker even before coffee).
Be consistent — in work ethic, communication, and leadership. A good reputation is built over time, not just in one grand gesture.

Preserving Your Legacy: Pay It Forward

Make it a point to mentor younger colleagues. Share wisdom, not just stories about how things were harder in your day. Document best practices and lessons learned, so future teams aren’t left wondering how you made it look so easy. Most importantly, support coworkers in tough times. Remember: A lasting work legacy isn’t about titles; it’s about how you made a difference. Even small, consistent efforts can create an impact that lasts long after you’ve logged off for the final time.

Do you want to be a Baily or a Carson?

Sandra Sharp works for the Colorado Division of Vocational Rehabilitation as the State as a Model Employer (SAME) Development Specialist. She has worked in state government for over 10 years, including working for the Colorado Department of Corrections as a teacher. She has recently served as Board Member for the Denver Metro Cultural Committee and the National Alliance for Mental Illness (NAMI) Denver. Sandra has the heart of a Public Servant.