My manager is friendly but career conversations tend to end with things like 'keep doing what you're doing' and 'take more ownership.' I leave with no idea what would actually make me ready for the next level.
For the next meeting I am bringing two or three concrete examples of work I handled and asking what would need to be different in scope, quality or independence for it to count as next-level work. I also want to ask for one thing I should stop doing, not just more things to add.
Hoping specificity is contagious.
1 reply
Specificity really does help. I’d keep the question anchored in observable things, like what they would expect you to handle without checkin...
Specificity really does help. I’d keep the question anchored in observable things, like what they would expect you to handle without checking in.
Yes! And if they still answer vaguely, I think you can ask for one example of next-level work from the team.
2 replies
Your plan is strong. The examples will keep it from drifting into a vague praise session.
Your plan is strong. The examples will keep it from drifting into a vague praise session.
I’ve had better luck when I bring one example that was easy and one that took a lot of judgment. It makes the gap much clearer.
Asking what to stop doing is smart. Managers often skip that part even though it is the most actionable.