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Is having 1:1 with a senior person a dreadful thing to experience? There are 2 main topics you can consider structuring your conversation around:
1. Performance conversation π―
- Focused mainly on getting feedback how you have done against short-termed KPIs based on business strategy. - - This is backward looking.
- Like a football match that focuses on how many goals you make and the eventual score.
Action you can take
- This is the time to highlight key achievements
- Get quite tactical in specific parts of a project you were on that can be improved.
- These are usually formal feedback reviews that happen twice year or more regularly, depending on where you work at.
2. Development conversation π±
- This forward looking and longer-term growth.
- Focused mainly on increased understanding of your strengths and what are the gaps and anction plan.
- This is like the training in between the soccer match.
Action you can take
- Do a stock take of your core and technical competencies during this time.
- This is also great for getting advice in what on the job experience you need, knowledge you need to pick up and courses/training that are helpful.
- For example, if Iβm thinking about expanding my scope to aim for a promotion or a job transition, this is where I will have that.
- I suggest this to happen every month, or at least every quarter to take stock if you have been moving towards your goal.
Pro tip ππ»
I find that itβs better to have these 2 conversations separately so you can give the time and headspace for each!
Does any of these resonate with you? Save this post if it does!