This text initially appeared on Enterprise Insider.
This as-told-to essay is predicated on a dialog with Jade Bonacolta, a 31-year-old in Miami who started her profession at LinkedIn and is now the pinnacle of North American advertising and marketing at Google. Her employment and promotion historical past have been verified by Enterprise Insider. The next has been edited for size and readability.
After graduating from Columbia College in 2015, I landed a job at LinkedIn in San Francisco.
Throughout the six-and-a-half years I used to be at LinkedIn earlier than becoming a member of Google in 2022, I used to be promoted 5 occasions, starting as an affiliate within the Enterprise Management Program and leaving as the pinnacle of promoting for enterprise expertise.
A variety of my promotions got here from the way in which I dealt with my one-on-one conferences with my supervisor.
Making ready pre-reads for my one-on-ones
Most individuals go into one-on-ones taking a extra passive strategy, anticipating their supervisor to current to them and inform them what to do. However managers typically have groups of 5 or extra folks, so having weekly conferences with every of them is usually a lot to juggle.
I observed that my first supervisor would usually ask me the identical issues in each name — “How did this week go? What are you engaged on subsequent week and the place do you want assist?” I knew I wished to be extra proactive and make these conferences extra environment friendly.
I started spending an hour beforehand writing up what I known as a “pre-read.” I’d draft a easy e mail with three sections: what went effectively for me this week, what I am specializing in subsequent week, and one new concept or fascinating innovation to counsel for our staff.
I’d ship it to my supervisor earlier than we met and produce my copy to the assembly to assist information our dialog.
My supervisor informed me he discovered the pre-reads extremely useful; they made our conversations much more productive and helped him really feel utterly conscious of my work. He discovered the format so helpful that he requested the remainder of my staff members to comply with the technique for his or her one-on-ones as effectively.
3 issues that make an efficient pre-read earlier than a 1:1 assembly
1. What went effectively
First, I created a “wins” folder, and each time I had a win all through my week, I’d add it to the folder.
For instance, if, when working with the gross sales staff, I obtained an e mail from one of many leaders saying, “I’m so impressed with the questions you requested my staff and the way in which you supplied worth,” that e mail would go straight into the wins folder. I’d then pull from that folder when making my pre-read e mail to my supervisor.
I understood that I may very well be doing the very best work on the planet, nevertheless it did not matter if the proper folks did not find out about it; if I wished to be promoted, I wanted to be seen.
I might additionally save all of my wins in a doc and share it with my supervisor to make it simpler to write down my efficiency evaluate and construct a case for my promotion.
2. What I am engaged on
Managers are sometimes anticipated to inform their staff what they need to be engaged on. Nevertheless, it may also be useful and useful if the staff present proactiveness.
After sharing what I did the week earlier than, I’d then say, “Here is what I feel I ought to work on subsequent week.” A few of these have been ongoing initiatives, whereas others have been new initiatives I used to be introducing.
When it got here to initiatives, I had a fairly robust intuition on the course I wished to take my profession, and I made the promotion I wished clear to my supervisor. I requested them, “Are there any initiatives I may work on that permit me to begin constructing these expertise?”
I additionally tried to anticipate the place I would want my supervisor’s assist. I might ask myself: “What may probably go incorrect subsequent week?” and “Which individual do I would like to attach with subsequent week that I would want an introduction to from my supervisor?”
This manner, I may ask my questions suddenly within the assembly fairly than all through the week.
I additionally tried to proactively provide you with options, fairly than simply current issues.
For instance, I would say to my supervisor, “It looks like we’ve got to get our funds in by this date, so is there a approach that I can submit this earlier this week with a purpose to guarantee that that deadline would not sneak up on us?”
3. One new concept
In my pre-read, I might additionally share one new concept.
All through the week, I’d take note of issues that my supervisor discovered irritating or inefficiencies that got here up over the previous week — issues that had easy fixes.
Then, in my one-on-one conferences, I might supply an concept or resolution to resolve these points. I noticed that the concepts did not must be massive. The truth is, when presenting a brand new concept, the hot button is to make it small, as you do not wish to tackle an unhealthy quantity of labor and burn out, or neglect the primary elements of your job.
As soon as, my staff and I have been doing actually nice work, however nobody in our broader group knew a lot about it. As I wished to lean extra into the advertising and marketing world, I requested my supervisor, “What if we began a really fast, common publication?”
My supervisor agreed.
I took on possession of that publication. Each month, I consolidated and despatched out the publication to your entire group, sharing updates on what our staff was doing. It was easy, and different groups weren’t doing it, and I used to be reaching the leaders of different groups.
When these leaders would attain again out to my supervisor about how the publication was nice, my supervisor would reply: “It was really her concept. I did not even ask her to do this; she simply volunteered to take this on.”
Spending an hour to arrange was value it to offer my supervisor visibility
I’ve repeated this course of in each new function I’ve taken and each new supervisor I’ve had at Google. My managers have cherished it, and I’ve obtained unimaginable suggestions at any time when I’ve accomplished it.
Even in my now senior-level function, my management staff deeply appreciates my weekly standing updates and new concepts for the staff. They deal with me as a thought companion fairly than only a direct report.
Taking advantage of one-on-one conferences provides your leaders extra visibility into all of the work you are doing.
