Working With Your Manager Q&A and Videos

My skip level manager arranges 1:1 every quarter to know if everything is going good, if I need any help from him or if I have any questions. How can I best utilize this time?

What sort of documentations should we have for our 1 on 1s? Is there a video on having a 1 on 1 doc?

My previous manager at Workday told me to discuss
Wins, What I am focusing on, Blockers, Personal Development, Action steps

and created a shared google doc for us, but it seemed kind of status-reporty. Is there another recommended format for our 1 on 1?

I joined under leveled in a company. My mgr and skip know it.

But they are assigning tasks which are L+2 level. If I am talking promotion they are turning the other way.

How to smartly communicate that I won't do such high level work unless they get serious about promotion?

I want to build a stronger relationship with my manager, but I'm unsure where the boundary should be when it comes to opening up to them. For example, I have some confidence issues which affect my work performance a bit: Is that something that's okay to share with them or is it possible that they'll hold it against me? I haven't interacted too much with my manager as I'm fairly new to the team, but so far, the signal has been positive.

I have been at my present job for a year now and I have been doing pretty well at my work. I have never had a discussion about the next level of responsibilities with my manager due to the fact that we have never had a one-on-one before (he has around 150 reportees and is always busy).

I am very keen on moving to the next level and I have a chance to ask for it in an upcoming one-on-one. I would not want to sound demanding or cocky but at the same time I would like to show that i deserve it. Apart from talking about my work, what would be the best way to convey to him that I am ready to move to the next level or at least to ask him to keep me on the radar and to help me grow so that i can get promoted soon.

I joined a new team a week back and will soon have my first 1:1 with the skip-level manager.

Given that I haven't spent much time to have any feedback on my manager or the org culture and process, what should I discuss to get the most value out of the time?

P.S. I have gone through this question: , and I did found some great insights, but wanted to ask if there's anything more I can do given my position and experience is different.

Thank you

In the previous cycle, I wanted to be promoted to senior, but my manager stepped in relatively late into the process to let me know that my promo packet had gaps. Because of this, I wasn't put up for promotion and I'm still at SW2.

This all caught me completely off-guard, and my goal is to make sure this doesn't happen again in the next performance review cycle. How can I make sure that my manager and I are completely aligned going into the next promotion process, and I'm not hit with any last minute surprises?

My current manager comes from a very different background compared to me and my team, which has lead to some misalignment in terms of what the team should do and how it should do it. I feel like there's a fundamental difference in working styles here.

This mis-sync has shown in our 1 on 1 meetings as well. They're less about my career growth and my goals and more about them and their way of doing things.

Any ideas on how to remedy this situation?

Hello!

I was assigned my first JIRA ticket at my first official dev job, which I started about two weeks ago. Given my situation, I want to know how long my manager expects me to work on the ticket, so I don't end up underperforming or not meeting expectations.

Some background: before this job, I worked at a very early-stage startup (one other person and myself for about a year), so I don't consider myself a complete junior. Additionally, I don't know my official title since I came in as a contractor and the contractor title does not match the FTE title, so I'm not sure what is expected of me.

Some of my thoughts: I've considered asking my manager directly how long he expects me to work on this JIRA ticket, but I wasn't sure if the question was too noob-like or too forward. I've also considered that so long as I'm making progress (which I am), I should be okay (until it's not).

So, all this to ask, should I ask my manager how long he expects me to work on my first JIRA ticket?

How to best answer this question in quarterly discussion with manager? Things are looking good on personal level. On team level also project plannings are seems to be aligned with team goal. How can I add value to this question?