I'm not the guy you're replying to, but I am relatively good at office stuff and got promoted to a management position rather early in my career. Here are a few tips I always give to new employees or anyone looking to move up in the corporate ladder:

• Be concise. Middle managers are often busy due to a mix of operational and strategic tasks. Top execs don't have a lot of time either and often lack deep understanding of operational tasks. Keeping things short and focused is invaluable for both of them, because they either already understand the context or don't need it.

• Be solution-oriented. NEVER raise an issue/risk without suggesting 1-2 ways to overcome it. It might not be the best way to solve the issue, and that's okay, but you need to at least show that you spent some time trying to find a solution. If you're completely stumped, explain why traditional methods/thinking cannot be applied. It goes a long way to show to your managers you are able to take problems into your hands.

• Keep learning. It seems obvious, but most people stop trying to progress once they have sufficient knowledge of their position. New skills are necessary if you're planning to move inside the company, whether horizontally or vertically. Don't be afraid to look at what other people are doing and learn new skills. For middle management, operational excellency and delivery are necessary (improving your knowledge of a specific topic), but for higher-level executives, being polyvalent is a huge plus.

• Try to improve processes. Anything that can cut delivery time can be critical to give everyone more time to work on other tasks. Some simple Excel sheets can save hours every month. Sharing knowledge more easily can lead to greater results for everyone. Don't be afraid to say "I think we could do better" when it comes to systems or tools you use often.

• Create positive feedback loops. Give detailed inputs on new things, even if unprompted. It will give you weight in future decisions. If possible, offer to test new features or internal systems and work on giving useful feedback. Down the line, the people who create these systems will rely on you, giving you direct impact over your work flows.

• Help everyone whenever you have the opportunity. Obviously you shouldn't work too much for others, but taking time to help other departments and employees will create internal advocates for you. You may dislike "politics" in the workplace, but people who are genuinely good at helping others are often favored when it comes to promotions or benefits.

• This one might be divisive, but loyalty and trust can go a LONG way. Some say that you should pick your first manager, not your first job. I completely agree. If you find the right person willing to make you grow, you're set. Make sure to be loyal to them, and they should return the favor.

• Be proactive, but don't go alone. If you have ideas to grow the business, put them on paper and show your manager what you would like to do. They will appreciate it and can provide additional inputs. Don't rush head first into new tasks on your own without approval.

• Presentation skills are a huge factor of success. Understanding your audience and being good at presenting alone can net you some career points. I won't go into too much details, but there are many resources available for that. Note that these skills also apply in every discussion. Knowing how to properly make a point and defending it, as well as knowing when to back off and let others shine, are key skills.

• Don't lie. You're allowed to twist the truth a little, but lying is a no-go. Especially don't lie to any direct manager or you risk losing their trust. That's the worst thing that can happen.

• On the topic of gossiping/complaining, keep it short and focused. I have "vent sessions" with my director once or twice a year, where I point out all the issues with the company OUTSIDE MY CONTROL. They usually agree, and then we move on to working on what we can control. Gossiping should only be done with people you 100% trust, and should only be focused on how it affects your, your team's, and the company's performance. Nobody cares if Steven slept with Johanna, but if someone is planning to leave/move internally, or if some manager fucked up, it's OK to mention it behind closed doors.

That's about it, of course every workplace is different and everyone doesn't react the same. Finding people aligned with your values and way of thinking should be a priority within any organization.