Want to Grow Your Career? Have This Conversation Now

“The only way to do great work is to love what you do. If you haven’t found it yet, keep looking. Don’t settle.” —Steve Jobs

If you want to move your career forward, waiting quietly is a mistake.

You need to take control.

You need to start a real conversation with your manager.

I'm going to share how you can do it, and even write the first email for you.

Here’s how you do it:

Your Career Is Your Responsibility

Your manager will not automatically promote you because you do good work.

• They assume you are happy unless you say otherwise.
• They have no incentive to change a good thing.
• They are not mind readers.

You must tell them what you want.

Clear communication changes everything.

I have learned this the hard way. At one role, I sat passively through multiple performance reviews, hoping for a promotion.

Can you predict what happened?

I got positive feedback but no promotion.

I felt frustrated and invisible, and decided it was time to quit.

When I handed in my resignation, my manager was shocked. They said, “If you had told me you wanted to be promoted, I could have helped you.”

That moment changed everything for me. It taught me one important lesson.

You must tell people what you want.

Step 1: Build Awareness

The first step is to own the situation and schedule a career conversation with your manager.

Say something like:

“Can we set aside time next week to talk about how I’m doing and where I want to grow?”

In the meeting you'll want to:

• Share your career goals.
• Say if you want a promotion, new skills, or more responsibility.
• Be clear and specific.

This helps your manager see where you want to go.

When was the last time you clearly told your manager what you want from your career?

Step 2: Get Clear on What “Great” Looks Like

Don’t just say, “I want a promotion.”

Ask:

“What does performance at the next level look like?”

Then dig deeper:

• “Can you give examples?”
• “Can you show me when others do it well?”
• “Can you give feedback when I get it right—or wrong?”

This turns the vague advice into clear, actionable steps.

Also, ask:

“Will you help me get there?”

This turns your manager into your ally, not your judge.

Example: If “great communication” is the gap, ask for examples of what strong communication looks like in your team. If the gap is "presentation skills", then ask for opportunities to prepare and deliver more presentations.

Step 3: Stay Consistent

Career growth needs regular conversations, not one-off meetings.

• Bring up your goals in 1:1s quarterly or twice a year.
• Check if your manager sees your progress.
• If there’s a gap, adjust early.

Waiting until annual review is too late. By then, promotion and pay decisions are already made.

Ask yourself:

Am I checking in often enough to stay on track?

What If Your Manager Doesn’t Engage?

Not all managers are good at career conversations, or the coaching that supports them.

If yours won’t engage, you have two choices:

• Accept it. Stay for now, but lower your expectations.
• Find a better manager inside or outside your company.

Either way, you win.

You will have clarity about your future.

What To Do Next

Start today:

• Schedule a career conversation in the next two weeks. (I've shared a template for your email below)
• Share your career aspirations & goals.
• Ask what great looks like.
• Self-assess where you stand.
• Discuss the gaps with your manager.
• Commit to regular check-ins.

Your career will not manage itself. You have to drive it.

Career Conversation Checklist

Here’s a short checklist you can use before any career 1:1:

Before the Meeting:

• Book 30–45 minutes focused only on career growth.
• Prepare your top 1–2 career goals.

During the Meeting:

• Share your goals clearly (“I want to move into X” or “I want to grow in Y”).
• Ask: “What does great performance at the next level look like?”
• Ask for examples: “Can you show what ‘great’ looks like?”
• Ask for support: “Will you help me get there?”
• Discuss a simple plan: steps, skills, timelines.

After the Meeting:

• Summarise what you heard in writing (email or notes).
• Agree on regular check-ins (quarterly or twice a year).
• Track your progress against the expectations discussed.

If no engagement:

• Decide: Stay with clear eyes or start looking for new opportunities.

Start Today (email template)

Here's a short email template to help you set up the meeting with your manager.

Hi [Manager’s Name],

I’d like to schedule some time with you to discuss my career growth and how I can continue developing within the team.

Would you be available for a 30–45 minute meeting next week?

I’ll come prepared with my goals and would appreciate your feedback and guidance on how to get to the next level.

Let me know what time works best.

Thanks,
[Your Name]