• David Fano, the CEO of Teal, has put reports on PIPs and watched others complete them successfully.
• His keys to overcoming a PIP are to avoid defensiveness, maintain your reputation, and self-promote.
• If you get let go in the end, make sure you keep your relationships intact and leave gracefully.

This as-told-to essay is based on a conversation with David Fano, the 44-year-old CEO of Teal based in New York. It has been edited for length and clarity.

Before founding Teal, an AI company, I worked as a consultant for WeWork for three years before becoming an executive. I held several titles there, including Chief Growth Officer.

Throughout my career, I've seen performance improvement plans from different perspectives: I've put people on PIPs myself, coached people through them, and had direct reports put their direct reports on PIPs, too.

When on a PIP, it's easy to feel unempowered because they're scary and uncomfortable. People make mistakes when on PIPS that can ultimately cost them their jobs. Here are four of them to be aware of.

1. Don't get defensive

The first mistake people make when they get put on a PIP is they get defensive. They don't realize that you can't argue your way out of a PIP — you can't undo it.

PIPs are premeditated and aren't just done on a whim. If a manager is trying to indicate that you have a performance challenge, getting defensive is the worst thing you can do.

Let's say you're an engineer and not hitting your deadlines. You don't want to say, "It's because the product team didn't give me a clear spec," or, "It's because we cut the budgets."

Even if you think your manager is wrong, their feedback is false, or you disagree entirely, you must try to understand their perspective.

That's not to say that you'll never get a chance to share your side; you usually have months to do that with whoever put you on the PIP, as they are the person who you ultimately should try to convince why you shouldn't be on one. Still, you have to listen first.

Get curious and seek feedback. If you want to come out on the other side, you must listen and approach it with an open mind.

2. Don't tarnish your reputation

Another mistake you shouldn't make is tarnishing your reputation. Your reputation belongs to you, and it transcends employers.

The biggest way people hurt their reputation is by thinking: You know what? I'll get fired in three months anyway, so I'm just going to quit.

Your manager might just think the dynamics are wrong — and they might still think you're great. Or, maybe your company realizes you're just in the wrong department. If you work at a big enough organization, there may be other open roles that you're a better fit for.

3. Don't forget to learn from it

As you sit on a PIP, you may think that you can't fix it or that it's irreparable. Even if you feel that to be true, don't miss the opportunity to improve and learn from the feedback.

PIPs usually come with a timeline and are very structured. Essentially, they're building a paper trail for why they're eliminating your position.

If they're giving you feedback, use it as a learning opportunity. Take that time to build those muscles because even if learning doesn't save you in your current job, it will help you in your next job.

Understand that getting feedback is a chance to grow and recognize when you can improve. Although all feedback is important, PIP feedback will cost you a job if you don't address it.

4. Don't forget to self-promote

At work, sometimes people assume that if they come in and do hard work, everyone will notice. That's just not true. Usually, those who tactically self-promote and make sure those who placed them on the PIP are aware of their wins and contributions tend to move up.

If you're put on a PIP and feel you're doing incredible things, you might think, How do they not know? Maybe the mistake is that you're too humble and letting your team have all the credit, so they think you're not doing anything.

If you're on a PIP, ask yourself: What are you doing weekly to ensure they don't forget you? Then, remind them regularly.

Document everything you're doing. Send a weekly update via email or Slack if that works better for your team, and also set up regular check-ins with your manager. You want continual feedback. Remember, they're not waiting until the end of the PIP to form their opinion on your performance — they're forming it immediately.

If you're fired, go gracefully

If you're let go at the end of the PIP, you have to accept it. Relationships go with you, so try to build as many as you can, maintain your identity, learn what you can from the experience, leave gracefully, adjust, and start looking for something new.

If you stay, understand that it's not likely you got off the PIP and are automatically good to go. You received feedback about things they were worried about, so continue to build their confidence in you and make them feel good about why you're there. Reiterate why it was the right decision to keep you.

• Jade Bonacolta began her career at LinkedIn and was promoted five times in her 6 ½ years there.
• Before each one-on-one meeting with her manager, Bonacolta spent one hour preparing a "pre-read."
• Pre-reads included weekly wins, upcoming tasks, and new ideas, helping increase her visibility at work.

This as-told-to essay is based on a conversation with Jade Bonacolta, a 31-year-old based in Miami who began her career at LinkedIn and is now head of North American marketing at Google. Her employment and promotion history have been verified by Business Insider. The following has been edited for length and clarity.

After graduating from Columbia University in 2015, I landed a job at LinkedIn in San Francisco.

During the six and a half years I was at LinkedIn before joining Google in 2022, I was promoted five times, beginning as an associate in the Business Leadership Program and leaving as the head of marketing for enterprise technology.

A lot of my promotions came from the way I handled my one-on-one meetings with my manager.

Preparing pre-reads for my one-on-ones

Most people go into one-on-ones taking a more passive approach, expecting their manager to present to them and tell them what to do. But managers often have teams of five or more people, so having weekly meetings with each of them can be a lot to juggle.

I noticed that my first manager would generally ask me the same things in every call — "How did this week go? What are you working on next week and where do you need help?" I knew I wanted to be more proactive and make those meetings more efficient.

I began spending an hour beforehand writing up what I called a "pre-read." I would draft a simple email with three sections: what went well for me this week, what I'm focusing on next week, and one new idea or interesting innovation to suggest for our team.

I would send it to my manager before we met and bring my copy to the meeting to help guide our conversation.

My manager told me he found the pre-reads incredibly helpful; they made our conversations far more productive and helped him feel completely aware of my work. He found the format so useful that he asked the rest of my team members to follow the strategy for their one-on-ones as well.

3 things that make an effective pre-read before a 1:1 meeting

1. What went well

First, I created a "wins" folder, and every time I had a win throughout my week, I would add it to the folder.

For example, if, when working with the sales team, I received an email from one of the leaders saying, "I am so impressed with the questions you asked my team and the way you provided value," that email would go straight into the wins folder. I would then pull from that folder when making my pre-read email to my manager.

I understood that I could be doing the best work in the world, but it didn't matter if the right people didn't know about it; if I wanted to be promoted, I needed to be visible.

I'd also save all of my wins in a document and share it with my manager to make it easier to write my performance review and build a case for my promotion.

2. What I'm working on

Managers are often expected to tell their employees what they should be working on. However, it can also be helpful and beneficial if the employees show proactiveness.

After sharing what I did the week before, I would then say, "Here's what I think I should work on next week." Some of these were ongoing projects, while others were new initiatives I was introducing.

When it came to projects, I had a pretty strong instinct on the direction I wanted to take my career, and I made the promotion I wanted clear to my manager. I asked them, "Are there any projects I could work on that allow me to start building those skills?"

I also tried to anticipate where I might need my manager's help. I'd ask myself: "What could possibly go wrong next week?" and "Which person do I need to connect with next week that I might need an introduction to from my manager?"

This way, I could ask my questions all at once in the meeting rather than throughout the week.

I also tried to proactively come up with solutions, rather than just present problems.

For example, I might say to my manager, "It seems like we have to get our budget in by this date, so is there a way that I can submit this earlier this week in order to make sure that that deadline doesn't sneak up on us?"

3. One new idea

In my pre-read, I'd also share one new idea.

Throughout the week, I would pay attention to things that my manager found frustrating or inefficiencies that came up over the past week — things that had simple fixes.

Then, in my one-on-one meetings, I'd offer an idea or solution to solve those issues. I realized that the ideas didn't have to be big. In fact, when presenting a new idea, the key is to make it small, as you don't want to take on an unhealthy amount of work and burn out, or neglect the main parts of your job.

Once, my team and I were doing really great work but no one in our broader organization knew much about it. As I wanted to lean more into the marketing world, I asked my manager, "What if we started a very quick, regular newsletter?"

My manager agreed.

I took on ownership of that newsletter. Every month, I consolidated and sent out the newsletter to the entire organization, sharing updates on what our team was doing. It was simple, and other teams weren't doing it, and I was reaching the leaders of other teams.

When those leaders would reach back out to my manager about how the newsletter was great, my manager would respond, "It was actually her idea. I didn't even ask her to do that; she just volunteered to take this on."

Spending an hour to prepare was worth it to give my manager visibility

I've repeated this process in every new role I've taken and every new manager I've had at Google. My managers have loved it and I've received incredible feedback whenever I've done it.

Even in my now-senior-level role, my leadership team deeply appreciates my weekly status updates and new ideas for the team. They treat me as a thought partner rather than just a direct report.

Making the most of one-on-one meetings gives your leaders more visibility into all the work you're doing.

If you found an effective strategy for getting promoted and would like to share your story, email Jane Zhang at [email protected].

• Christian Lovell shares six signs your boss might want you to quit your job.
• Lovell, a career coach, highlights communication and workload changes as key indicators.
• In a tough job market, understanding these signs can help you prepare for career shifts.

This as-told-to essay is based on a conversation with Christian Lovell, a 31-year-old career coach from Los Angeles. It has been edited for length and clarity.

I'm the founder of Careers by Chris, a growing online community of job seekers, and a former career expert at Sofi. I help people figure out the next steps in their careers and how to land their next job.

On my Instagram, I share actionable, understandable, and easily digestible career growth tips that people may not have learned in school. I answer common questions like: How do I build an effective résumé? What's an applicant tracking system? How do I market myself for a role that I want?

In the current job market and economy, one question to consider is: How do I know if my boss wants me to quit? This job market is the toughest I've ever seen, and you must be prepared for anything.

Although just one sign alone might not be an indicator, here are six signs your boss might want you to quit and what to do next.

1. Your boss is communicating less

A lack of communication is one sign that your boss might be pushing you to quit. If they're decreasing your one-on-ones, making it hard to communicate with them, or if you're unable to get the support you need, it could indicate that developing you as an employee is no longer a priority.

On their end, it wouldn't make sense to pour resources into further developing you if they don't plan to keep you around.

2. Your boss stops having discussions about your future at the company

Similarly, discussions about your future might stop if they don't see you having a future at the company. They might no longer say things during your performance reviews, like, "In three months or six months, this will be happening," or they may stop mentioning your promotion altogether.

If you say to your manager, "Hey, I want to talk about my next steps," and they're not open to having those conversations, that's a red flag.

This might mean they're making excuses or perpetually putting things off. They may feel guilty about letting you go, they might not yet have all the information themselves, or they might not be at liberty to talk about it.

3. Your boss is excluding you

Another sign your boss might be pushing you to quit is if they start excluding you from important meetings or other key forms of communication, such as emails, team meetings, or Slack channels.

If you've been part of a project update every month or week, and suddenly you're no longer included, that can be a sign. There could be many excuses for why you're being excluded from important projects or meetings, like "it was an oversight" or "we're changing how we're structuring this project."

It could also indicate that your work is being reassigned or that they're removing you from projects because they no longer see you as part of the company's future. Again, understanding these decisions in context is important. How often is this happening? How relevant are the projects you're excluded from to your core job duties?

4. Your boss is giving you busy work

If you realize you're not on any important projects and feel like you're doing busy work, that can also be an indicator.

This could look like being asked to do tasks below your normal job duties, like summarizing meeting notes, instead of the important projects you were once on.

5. Your boss is giving you too much work

You might also be given an unbearable amount of work. Your boss could set unrealistic expectations and then document them, saying, "I asked my employee to do X, Y, and Z, and they failed to do it. So now there is a reason to let them go," or you might say, "This is unbearable, and I need to quit."

I've seen this happen to a lot of people. Once it happens, I tell them they should be searching if they have inklings they're being pushed out of their job. Do not wait until you can't bear it, or they let you go.

When it comes to finding new work, you won't list your reason for leaving a job on a résumé, so your next company would not know if you quit or were fired, but there will be times when you have to explain your departure from the company, like in future interviews.

There are pros and cons to quitting or waiting to be let go, and the best choice will depend on where you are in your career.

6. Your boss placed you on a PIP

PIPs (performance improvement plans) do not 100% mean you'll be fired from your job, but they are a sign. PIPs are used to create a paper trail — and, in many cases, let the employee go.

If you're put on a PIP, you should make arrangements to find another job. PIPs can be a sign they're preparing to have a final conversation with you and let you go. PIPs are usually paired with micromanaging and unrealistic or unreasonable workloads.

Regardless of whether you're on a PIP, never fully remove yourself from the market. Keep your résumé updated and your network warm.

What to do next

Seeing one of these signs doesn't necessarily mean your boss wants to let you go. Instead of jumping to conclusions, ask yourself: Are there multiple signs? Could it just be your imposter syndrome? And most importantly, have things with your boss shifted from one extreme to the other?

If you do feel your boss wants you to quit, you should first have a conversation with them. Document your achievements, and if you feel your time at the company is ending one way or the other, start your job search.

• Business Insider asked an etiquette expert about the mistakes to avoid making during work meetings.
• She said to avoid showing up late, multitasking, and dominating the conversation.
• In virtual meetings, it's impolite to turn your camera off or send too many messages in the chat.

Whether in-person or virtual, work meetings are almost always a guaranteed part of professional life. Unfortunately, employees can unintentionally undermine their professionalism during meetings in several ways.

To help you avoid these missteps, Business Insider asked etiquette expert Arden Clise to share some common mistakes people make during work meetings. Here's what she said.

Showing up late

When it comes to meetings, a common faux pas is showing up late and disrespecting the time of others.

"If everyone's arriving late, then you can't start a meeting on time, and you don't accomplish what you need to accomplish," Clise said.

Clise told BI that she recommends facilitators always start the meetings on time to reward those who show up when they should.

Turning the camera off in virtual meetings

In a virtual meeting, keeping your camera off can be seen as rude.

"I think it's really disrespectful to just remain with your video off when you're addressed and when you are speaking," Clise told BI.

She added there might be a few exceptions, like if your kid just came in the room or you have coworkers around you, but your camera should generally be on — especially when you're talking.

Trying to multitask during the meeting

According to Clise, it's not polite to juggle other tasks while in a meeting. This includes using your phone, jotting down notes unrelated to the meeting, or thinking about other to-do list items.

"If you're not present in the meeting, if you're doing other work, you're not going to hear what's going on. You're not going to participate because you're missing that opportunity to," Clise told BI.

In general, she said to avoid anything that can pull your attention elsewhere.

Excessively typing in the chat

Another etiquette mistake to avoid in virtual meetings is overusing the chat box. Clise said that continual messages can be distracting for others, so it's best to keep chat box usage to a minimum.

She said that if you have a question for one person, sending them a direct message is much better than drawing everyone's attention to it in the chat.

"Chatting is like a side conversation in an in-person meeting," Clise told BI.

Dominating the conversation

Another big mistake to avoid is dominating the meeting and not allowing others to share their thoughts.

Clise said it can be extremely frustrating if one person constantly shares ideas or asks questions without letting others talk.

If you're running a meeting, it's also important to make sure everyone is given a chance to speak.

Interrupting others while they're speaking

Interrupting, especially in virtual meetings, is a common misstep.

"It's hard sometimes in a meeting, particularly a virtual meeting, to know when someone is finished or going to be finished. But if you're someone who regularly interrupts people … that can be really offensive," Clise said.

Even if it's accidental, it's essential to avoid talking over other people.

Putting quiet team members on the spot

Clise said it's never OK to point out that someone is quiet in a meeting. Doing so might make them feel uncomfortable, and it can come across as though you're trying to make them look bad.

Instead, politely ask their thoughts on a certain point, reassuring them that they've had great ideas in the past, so they feel comfortable speaking up.

Not following through on assigned tasks after the meeting

After leaving a meeting, it's crucial to follow through on the tasks you agreed to handle.

Clise said that sometimes, people forget to follow through on action items because they didn't take notes, make a to-do list, or add items to their calendars. However, forgetting to follow through can come across as disrespectful to others.

"It doesn't reflect well on you if you're not holding up your end of the work tasks. If you're not getting work done, you're not helping your coworkers, and you're not allowing the company to accomplish what it needs to accomplish," she said.

• Holly Lee, a career coach, has experience as a recruiting leader at Amazon, Meta, and Google.
• Lee emphasizes starting out at smaller companies to build skills and explore career interests.
• She also says networking and interview preparation are crucial for standing out in tech.

This as-told-to essay is based on a conversation with Holly Lee, a career coach in Phoenix. It has been edited for length and clarity.

Before becoming a career coach, I worked as a consultant at Microsoft, leading engineering hiring, and later as a recruiting leader at Amazon, Meta, Google, and several startups.

When I switched to career coaching, I realized how much I love helping people accept not just any job but one they'll love to do. I like to ask my clients: What are your core strengths? What truly makes you happy, and not just accept a paycheck?

Early in my career, I struggled with those questions myself, and now helping those struggling with them — and struggling to climb the corporate ladder — is my passion.

If you're looking to get a job in tech, like in AI, for example, one of the hottest fields right now, here are four things I'd suggest doing, especially if you're struggling.

1. Start small

If you're just starting your career, don't focus on landing your top dream companies. You might think you want to work for Amazon, Google, Facebook, or Microsoft, and you can eventually get there, but it takes time because you're competing with the best in the industry.

Be open to exploring smaller companies that offer opportunities to grow, learn, and build valuable skills. Smaller or midsize companies will allow you to wear multiple hats. You can also find a fast-growing startup seeking Series B or C funding, which means the company has the revenue to keep someone employed for a while.

When fresh out of college or early in your career, you might not know what excites you or what role fits you. A smaller company can allow you to explore, helping you figure that out.

2. Be willing to learn

Before working your way up, learn as many skills as possible. If you're hired as a web designer, don't just stick to web design tasks — look for opportunities to take on other projects that will help you gain additional skills.

When you work for a large company, they'll want to see a wide range of skills. If a company sees you can juggle several different things, they're more likely to hire you over the 1,000 other people competing for the same job.

To learn skills beyond your role, help your peers, and see other projects they work on. If you're a user designer interested in becoming a graphic designer, those are different skills, but you can learn them.

Let's say you don't have experience with Java or Python. If you know one, you can learn to translate between similar languages. At its core, coding involves a lot of similarities — it's just about learning the little tricks.

If you're struggling to find a job, think about how you can use your skills elsewhere at places that are hiring. Consider if you can transfer your skills to places like manufacturing, healthcare, or even pharmaceutical companies.

3. Network

Don't just apply to random tech jobs. I can apply to 50 jobs, but without a connection, it's unlikely anyone will call me because no one will see my résumé. Networking is the way to go.

One way you can build your network is to pay attention to those you went to school with. If you maintain relationships with your classmates, you can see where they're landing and how you can help each other.

Another way is to join groups and communities on LinkedIn and Facebook. If you're into web design, look for a web design group and connect with the people in it. Some will be recent graduates, and some will be hiring managers. If you work on building your network, they can help you, and vice versa.

When you reach out to someone, make the message mindful — especially if you don't know them. Don't just say, "I saw you work for Amazon, and I want to work there." Instead, try something like: "I've been following your career journey, and I'm intrigued by your growth at Amazon. I noticed you recently worked at Microsoft, and I'd love to add you to my network."

If you're reaching out on LinkedIn, tell them what interests you about their profile and try to build a relationship rather than just sending a one-time message. You have to figure out a way to stand out and ask yourself how you'll provide value to the person.

4. Practice your interviews

There could be a couple of reasons if you're struggling to find a tech job but landing interviews. Sometimes, it's simply because someone else filled the role, and that's OK. Sometimes, people also go into interviews unprepared.

Ensure you're preparing for the interview, not just entering it on the fly. If you're an engineer looking to get through the interview process, be able to problem-solve with coding and design an architecture from scratch. This combination can help you through the interview.

If they ask why you want to work at the company, they want to hear three sentences, not a fifteen-minute answer. Ultimately, companies want to see if you have the appetite and aptitude to learn and do well. In an interview, you don't need to meet every requirement, but make sure you prepare.

• Business Insider asked an etiquette expert about the mistakes people make during job interviews.
• Many people forget to research the company and clean up their social-media pages beforehand.
• Arriving on time and sending a thank-you note are easy ways to make a good impression.

For many, job interviews can be a nerve-racking experience. Even with proper preparation, it's common to struggle with this important step in the hiring process.

To help you avoid common mistakes, Business Insider asked business-etiquette expert Jacqueline Whitmore about the things candidates should avoid doing during an interview. Here's what she said.

Not coming prepared for the interview

Whitmore told BI that a simple but common mistake candidates make is arriving to the interview unprepared.

"Most people don't do the proper research about the company. We have so many resources to use, including LinkedIn, websites, and social media," she said. "There's no excuse for you to go into an interview and not know about the company and something about who might be interviewing you."

Whitmore also said it's important to ask the interviewer questions tailored specifically to the company.

Dressing too casually or overlooking small details

According to Whitmore, dressing too casually is another common mistake she sees interviewees make.

"Very rarely do we see someone overdressed for a job interview," she said. "They oftentimes don't put a lot of thought into the details, like the color of their belt or that their shoes are matching their outfit."

Whitmore told BI that even when candidates do wear suits, they may overlook other key details, like forgetting to cut off the tags or not cutting open the vents in the back.

"Why would an employer want to hire someone who doesn't pay attention to the details?" Whitmore said.

Forgetting to put their best foot forward on social media

Before stepping into a job interview, it's important to consider how you're presenting yourself online, especially since Whitmore said the first thing an employer will likely do is Google you.

"They'll look at all your social-media pages. They'll look at what you eat, what you drink, what you wear, who you hang out with, what your lifestyle is — and they make judgments," she told BI.

For that reason, Whitmore suggested adjusting your privacy settings and cleaning up your social-media presence to eliminate anything that could be used against you.

Using filler words, profanity, or slang

When in a job interview, Whitmore told BI that candidates should never use inappropriate language, such as profanity, slang, or terminology the employer might not understand.

She also said to be cautious of filler words and phrases such as "like" or "um" to avoid muddling the conversation.

Whitmore suggested recording yourself before the interview or practicing ahead of time to ensure you're speaking clearly and precisely.

Having your camera off during a virtual interview

One mistake to avoid in virtual interviews is refusing to turn on your camera.

Candidates may choose to keep their cameras off for a number of reasons, such as being worried about making eye contact or feeling uncomfortable with face-to-face interaction. However, Whitmore said keeping the camera on is a good idea so the employer can see your facial expressions.

She added that candidates should be wary of what their background looks like and make sure their room appears tidy.

"If you just have to have a blank wall, that's better than a huge distraction. But I definitely recommend that you put a little thought into your background," she said.

Arriving late to the interview

"Showing up late for an interview is a huge no-no," Whitmore said. "I've always said when you're on time, you're still late. You should show up early."

Arriving early ensures you have enough time to find parking or the meeting room. Whitmore added that doing so also allows you to use the restroom and gain your composure before the interview starts.

Not sending a thank-you note

Sending a thank-you note is an important step in the interview process.

"I go overboard. I send a thank-you email and a thank-you note because this is an opportunity for you to get into the employer's eyes at least twice," Whitmore told BI.

Be sure to follow up within 24 hours of the interview and personalize the note.

"Address the person by name. Tell them why you enjoyed the interview and why you would be a good candidate," Whitmore said.

If you're feeling stuck, she suggested writing out a note and using ChatGPT to polish it.

• Ashley Herd spent over 20 years working in HR before launching her own company.
• She said employees should consider the hardest parts of a new role before requesting it.
• Herd also shared key phrases to use when asking for a promotion or a new position at work.

This as-told-to essay is based on a conversation with Ashley Herd, the 43-year-old founder and CEO of Manager Method in Atlanta. It has been edited for length and clarity.

Before starting my own company, I spent more than 20 years working in HR. During that time, I saw employees pitch changes within their roles to their managers.

Changes can be small. For example, you might already be doing senior-level employee work but want the official promotion — whether that's a title change, a pay adjustment, or something similar.

Other times the change is more significant — like moving to an entirely different department or a new role within your company.

Either way, when it comes to asking for these changes at work, many people aren't sure how to approach them. Here are three steps for making the ask.

1. Consider everything the new role entails

When pitching a change to a manager, you have to start with yourself. Ask yourself why you want the change and what will that change look like.

Sometimes, people want something — like a new title — but don't fully consider what that title change or new role entails. Instead they envision what it will be like to share it on LinkedIn and tell others about it.

I've seen cases where people get what they wanted and then regret it because they had no idea what the job actually involved. To combat this, you need to self-reflect on what you truly want and speak with others who are already doing what you aspire to do.

You might ask them questions like: What do you think I should know that I might not already? What challenges make you want to leave this role?

It's good to hear the downsides because if you still want the role after that, you'll be better prepared and more likely to succeed.

2. Plan the conversation

After receiving internal clarity, it's time to research and plan a discussion with your manager.

Some people have a relationship with their manager where they can openly share the change they're considering, and it feels like a normal, trust-filled conversation.

Other times, those who don't have the best relationship with their manager might enter the conversation defensively. They might say something like, "This is how it's going to be, or I'm leaving," which really doesn't help their case.

No matter your relationship, it's important to plan the conversation with your manager's perspective in mind.

Anytime you want to change your role, your manager probably can't do anything about it alone. Instead, most likely, your manager will have to speak with their own boss, and they'll have to get them to say yes.

So, when planning your pitch, think to yourself: How can I make this an easy case for my boss to pitch? Maybe the solution is to reassure your manager that you'll help train your replacement or show your manager how you'll better meet the company's goals with the new role.

3. Consider saying these things

When making your pitch to your manager, you can tell them, "I put a proposal together, but before I frame it out, I wanted to get your input." That way, you're showing them you're prepared.

Then as you share the change you're proposing, you can try saying things like:

• "I know that (insert specific goals) are the organization's priorities. With what I'm proposing, I will be able to impact those goals even more."
• "I've created a library of resources and am happy to assist in transitioning the new hire."
• "What can I do to make this easier for you?"

Remember, it's not just about you moving into a new role or taking on new responsibilities. If you're leaving old responsibilities behind, you'll want to address how those tasks will be managed.

Also, some managers have very real egos, and they often worry that if you leave for a different role, you're leaving them personally.

So, when making your case, share that you'll still be available for the rest of the team and them. Make sure they know you're just getting separated, not divorced

Then after leaving the conversation, follow up with something written based on your discussion.

Understand companies have policies

Some organizations have policies where they don't give new promotions or titles within the course of six months or maybe a year. If organizations constantly have to retrain or rehire new staff because employees are moving around, it can be hard to get work done.

If your organization has regular review periods and you're outside of that window, it won't be as easy to get a yes.

Still, the conversation can be productive. During the review period, you could say:

• "I'd love to be in a senior management position in three months."
• "What can I do now to get there?"
• "What does that timeline realistically look like?"
• "What are the things I can do to help make that a yes?"

If it's a no, you have to ask yourself if you're at an organization you want to stay at.

No matter the answer, it's important to advocate for what you want. You will always be the best advocate for yourself, and sometimes it takes time, effort, trial, and error to get there.

If you're an HR professional and would like to share helpful career tips, please email Manseen Logan at [email protected].

• Erica Rivera, a career coach, recommends six steps to achieve your career goals next year.
• She suggests starting by reflecting on past achievements and setbacks to reset your goals.
• Next, leverage your skills, networking, and progress tracking to land better opportunities.

This as-told-to essay is based on a conversation with Erica Rivera, a 37-year-old career coach in Chicago. It has been edited for length and clarity.

Before becoming a career coach, I was a recruiter for Indeed for around three years and Google for another two. I've seen many people end the year feeling like they failed or didn't accomplish enough — and I've been there, too.

I've coached people through layoffs and those who didn't achieve the promotion they were aiming for. I've also coached others who tried to make career pivots but struggled due to the current job market.

No matter the challenge, it can be discouraging, and any setback can feel personal. Here are six steps to navigate through it and attack that goal next year.

1. Reflect on where you are

If you're in a season where you feel set back it's important to take inventory of where you're at. Ask yourself: What went well for me this year, and what didn't? Am I still on the path that I want to be on?

We're usually our worst enemies, so separating facts from fiction is important. Ask yourself: What is the truth of the situation, and what is the story I'm telling myself? Cut out the excuses.

2. Reset your goals

After clarifying what went well and what didn't, set your goals for the new year. If things didn't work out this year, you might not need to change the goal but simply take a different approach.

If you didn't get the promotion you were hoping for or didn't land the job you wanted, ask yourself if there's an alternative way to achieve that goal. Maybe you could talk with your manager and ask them how you can get to the next level. Even more specifically, what are some expectations you can set and how will you track your progress?

If you're looking for a new job, identify your dream companies and build a strategy using specific steps to get there.

3. Learn new skills

If you're unsure what skills you need for a desired role or to work at a certain company, head to LinkedIn and look at the positions you'd like to have.

Then, look at job descriptions and the required skills for those roles. What responsibilities are those companies asking for? Are there any certifications? What trends are you seeing across each job description?

If funds are tight, there are a lot of great resources out there for learning skills, like LinkedIn Learning or Coursera. These platforms are great for learning and gaining insights and can be added to your résumé.

4. Connect with new people

In addition to gaining new skills, connect with new people who can help you get ahead. One way to do this is through LinkedIn. Find people who work at the companies you'd like to join and start conversations with them.

It can be tricky to reach out cold since people are often inundated with messages. I always say to focus on personalization and offering value but be concise because they probably won't read much. You might say something like:

I came across your profile while researching [company] and noticed your experience in [specific area]. I'm looking to learn more about [specific company insight], and I thought you'd be a great person to ask. If you're open to connecting, I'd truly appreciate it, but I completely understand if now isn't the best time.

Or better yet, if there's a mutual connection, lean on it to build trust:

I noticed we're both connected to [mutual connection], and I've been learning more about [company]. Your experience in [specific topic] stood out to me, and I'd love to hear your thoughts if you're open to connecting. No pressure if now isn't the right time. Thank you!

I typically recommend opting for a neutral reference especially if you don't talk to the mutual connection, focusing on the person you're contacting, and adding a low-pressure close. People are more likely to respond when they don't have the perceived pressure of committing to a call.

If you go this route, your new goal for the new year could be: I will connect with 10 specific people a week and DM them.

5. Turn to your existing network

Regardless of your goal, tapping into your network can be helpful. This includes people you've worked with, friends, or family members who may help you find job opportunities or support your goals.

You can also ask someone to be your accountability partner. If you plan to take a certification exam by a certain date, share your goal with someone you trust. Simply telling someone increases your chances of following through.

You can also ask someone in your network to be your referral, review your résumé as you apply for jobs, or conduct a mock interview.

6. Track your progress

Tracking your progress as you go is super important. If you want a promotion, ask your manager what you must do to get there. Then, track your progress — this could include documenting your wins to share with your manager later.

How you track your progress will look different for everyone. Some prefer using spreadsheets, which work great for them, while others find that journals fit better.

Even the smallest achievements matter. Maybe it's as simple as, I got up today and brushed my teeth — that's a win. Or perhaps it's that I reached out to someone I never thought I'd have the courage to contact — that's a win because it builds confidence for next time.

Write your wins down and use them to head into the new year with a fresh mindset.

• Business Insider asked etiquette experts about the mistakes to avoid when hosting for the holidays.
• It's important to make sure everyone feels welcomed — even unexpected guests.
• Hosts should also ensure there is enough seating for everyone at the party.

Although hosting friends and family for the holidays can be fun, there's no denying that doing so also comes with its fair share of stress. Without proper planning, things can even get chaotic.

To avoid making etiquette mistakes in the process, Business Insider asked two experts to share the top mistakes they see people make when hosting. Here's what they said.

Don't chastise guests for bringing an unexpected plus-one

Diane Gottsman, a national etiquette expert and the owner of the Protocol School of Texas, told BI that hosts should never reprimand a guest for bringing an unexpected plus-one.

If this happens, she said to address the issue later — not in front of others.

"You don't want to reprimand the guest or the guest's guest in front of anyone. Later on, you can say, 'Sally, I wasn't expecting a plus one because it kind of put me in an awkward position with other people.' But you can say that privately at another time, not that night," Gottsman said.

Make sure there is enough seating for all guests

When it comes to seating, it's important to double check your head count and ensure everyone has a place to sit. Gottsman said this should also be done for more casual events like cocktail or dinner parties.

"You want to have enough seating for people," Gottsman said.

Avoid creating a chaotic environment

Etiquette and hosting expert Carla Shellis said another common mistake hosts make is not considering how they want their event or home to feel.

By yelling and scrambling to get things done at the last second, the host can unintentionally leave the space feeling more chaotic than welcoming.

Gottsman shared similar thoughts, telling BI, "When the doorbell rings with your first guest, you should not still be in your hair rollers, or lighting candles, or racing around talking about how busy you are."

To combat a chaotic situation, Shellis likes to play music, light candles, and clean the space before her guests arrive. She also gives herself plenty of time to get everything done so she doesn't have to rush.

Be cautious when serving alcohol

Shellis told BI that serving too much alcohol is an easy way to create unnecessary issues at a party. That's why it's important to ensure everyone is enjoying themselves in moderation.

For instance, Shellis said when people ask her if she has any more wine, she'll say no and redirect them by offering other beverages like iced tea or soda.

"For 30 years, I've been hosting parties, and I'm going to tell you there's nothing that will kill a beautiful environment quicker than somebody that's hammered and acting foolish," Shellis told BI.

• Jamie Jackson worked in HR for over 20 years and is now a podcaster and consultant.
• Jackson said when you're no longer engaged or growing at work, it could be time for a new role.
• Updating skills and preparing a job search toolkit can aid in career transitions.

This as-told-to essay is based on a conversation with Jamie Jackson, a 43-year-old podcaster and consultant in Nashville. It has been edited for length and clarity.

As someone who has worked in HR for over 20 years, I've had this conversation countless times. People often confide in me, saying, "Jamie, I don't know what to do next."

They feel stuck in their roles, want to advance, or are considering a new job — but that can be just as scary because it means stepping outside their comfort zones. I've been there, too, wondering whether it's time to quit my job for something new.

If this is you, here are four key signs you've been in your role too long and what you can do next if you need to make a change.

1. You no longer feel motivated

Your engagement level is a good indicator of whether you've been in your role for too long.

For example, you may have previously felt engaged in meetings but now find it harder to do so because you no longer feel motivated.

Or, perhaps you once enjoyed conversations with coworkers at the watercooler or over coffee — asking about their weekends or holiday plans — but now you simply do what you need to do and move on.

2. There's no room for growth

Another sign is feeling stagnant in your growth.

For example, I once worked at a company for five years and kept being promised a promotion. Over time, it became clear it wasn't going to happen — they didn't see me moving up.

For a long time, I believed their promise was coming, but it never did. To advance, I realized I'd need to change companies because the growth I wanted wasn't going to happen there.

Sometimes, there simply isn't room for growth, and when that's the case, it's a clear sign that it's time to make your next move.

3. Your feedback has plateaued

Or, you might find yourself hitting a feedback plateau.

For instance, you may consistently receive the same performance reviews, with your manager saying that you're meeting expectations but not exceeding them — suggesting you've reached a stopping point.

If you're thinking to yourself, "I don't have anything else to offer. I'm doing the same job I was doing three years ago without additional constructive feedback or recognition," it might be time to switch roles.

4. You're burned out

Another sign is burnout. In the past, I had a job where I felt physically sick going into work.

I remember one time needing to pull over to the side of the road to puke because I was so stressed.

As I sat in a parking lot trying to compose myself, I thought, I have to find another job. I knew my mental health was more important — but as I didn't have the luxury of quitting on the spot, I found another job first.

For others, there are times when environments are insanely toxic, and they need to get out immediately — and they should, but when possible, it's important to have a plan in place.

Either way, burnout or feeling physically sick from work might be a sign that it's time for a change.

If you realize you're no longer happy in your role, you need to do some self-reflection

Ask yourself, what are my goals? Where do I want to be? In your mind, try to understand where you want to be in six months, a year, or even further into the future.

Do you need a new title or a promotion, and if so, how do you get there? Before doing anything, it's really important to understand what you want. Then it's time to take aligned action.

Brush up on your skills

Maybe you're perfectly content with your current role; you just need to be challenged more. By learning new skills, you can push for more responsibilities.

You can use resources like LinkedIn or YouTube to brush up on skills like Excel or explore additional training or certifications offered by your current company. New skills can help you stand out in your current role or make you more appealing to potential employers.

Get your tool kit ready

If you're looking to land a new job, you need to learn new skills and prepare your toolkit.

This includes updating your résumé, refreshing your LinkedIn profile, and researching the salary you should be making.

When you start looking for a new job, knowing your market value is key — especially if you've been in your current role for a while and aren't sure what the going rate is. From there, talk to your mentors, colleagues, and friends, and let them know you're looking for something new.

You might say something like, "Hey, I think by March, I'm really going to start looking for another job — so can you keep your eyes and ears open?"

That can really help.

December isn't the easiest month to get a new job, with the holidays and people taking time off. However, January can be a better time as companies enter the new fiscal year — new budgets and new positions are being rolled out. But you can always be passively looking.

Some of us are content where we're at, but if you're no longer interested in stepping up or taking on new challenges, it might be time to reassess your role.

If you're an HR professional with unique career advice you would like to share, please email Manseen Logan at [email protected].

• Jamie Lynch, an operations manager, has noticed key differences in her employees of different ages.
• Gen Z values work-life balance, unlike older generations who prioritize job commitment.
• COVID-19 influenced Gen Z's approach to work, emphasizing health over climbing the ladder.

This as-told-to essay is based on a conversation with Jamie Lynch, a 34-year-old operations manager and content creator in Ontario, Canada. It has been edited for length and clarity.

I've been an operations manager for eight years at various companies, including my latest role at a real-estate media company.

I now also run Simply Jamie, where I create content focused on conversations with my Gen Z employees on social media.

As a manager who has worked with people of all ages, I've noticed differences between employees of different generations.

They aren't necessarily bad, but they're eye-opening differences in how we work. Here are four of the biggest ones I've noticed.

1. To call out or not to call out

For the most part, boomers won't call off work. Instead, they might come to work and say, "My car broke down. I had to borrow my neighbor's car to arrive on time," — but they still made it in.

Millennials can be that way, too. When I worked at a restaurant in high school, my manager still expected me to come to work if I was sick — there wasn't an option or a second thought about not working.

Gen Z, on the other hand, might say, "Well, my car is broken," or "I'm sick, so I can't come in." They don't feel an overwhelming guilt about calling in sick when needed.

I think some of this feeling stems from the COVID-19 pandemic. For three years, we told everyone not to leave their houses if they felt sick, and the younger generation has carried that message into the workplace.

I know some employees in the older generation dislike the younger generation for it, but I respect them, and I wish I had a bit more of their work-life balance.

2. To make small talk or to just not

Boomers and millennials are more known for 'water cooler' talk — or small talk conversations in the office. Before technology took over, that's what everyone did. You'd talk about the weather; we weren't all holding phones to entertain us.

Now, Gen Z doesn't feel the need to have those awkward conversations at work. They've grown up with a new form of distraction that previous generations did not have.

COVID-19 also occurred at a critical juncture in the lives of many members of the younger generation, causing them to miss experiences like proms and face the challenge of attending college from home because they had nothing else. Due to this, they keep to themselves.

I don't blame Gen Z, but older generations judge younger ones for being less social.

3. What they know and what they don't

Gen Z is tech-savvy. I consider myself low-tech and often ask my younger employees for help with my phone. They can also grasp new things quickly.

I've noticed that Gen Z sometimes doesn't know how to do other important things, like writing a check, driving without a GPS, or mailing a letter — that's a big one. To be fair, why would they? It's rare for people to send letters anymore.

Boomers can do these things as they grew up doing them, but technology is often new and harder for them since they spent most of their lives without it. Learning how to sign in and out of apps, for instance, can be a bit more difficult.

4. What they care about

The older generations seem to be more worried about job security. They believe in working hard because that's what you're supposed to do: you go to work and you work.

They're also more willing to deal with difficult bosses. I remember my mom would say, "You just can't let people get to you. All your bosses are going to suck," and that was the widely held belief.

Gen Z, however, has a different mindset. They're not as focused on getting promoted or constantly moving up. They need money and want a job, but they're not necessarily aiming to climb the ladder.

Gen Z also sets stronger boundaries around things like criticism. I don't think it's bad — if your job isn't your whole life and personality, why should you worry about losing it?

Gen Z does seem to care about social issues, like saving the planet. For example, reusable cups are important to them.

Every generation brings something different to the workplace, a whole new set of strengths and weaknesses. Understanding and using them as advantages is the key to harmoniously working together.

• Business Insider asked an etiquette expert for advice on attending a company holiday party.
• She said employees shouldn't drink too much or feel pressured to consume alcohol because others are.
• She recommends using this time to meet new people and form deeper connections with colleagues.

Many companies have started requiring workers to return to the office — which also means having to attend corporate events again. However, striking a balance between having fun and remaining professional can be difficult.

As a result, etiquette mistakes are common at company holiday parties. To cover the biggest dos and don'ts, Business Insider asked Diane Gottsman, a professional etiquette expert, to share the key mistakes to watch out for when attending these gatherings.

Here's what she said.

Even if you'd rather be somewhere else, you shouldn't skip out on the holiday party

Although you might prefer to spend your time elsewhere, Gottsman explained that attending these events is an extension of your professional brand.

"I call it mandatory festivities or mandatory fun because it shows that you are engaged with your company. It's telling your boss that you care about your position in the firm — you're a team player," she said.

Be mindful of how much you're drinking

Gottsman said another thing to watch out for is how much you drink, even if everyone else — including your boss — is indulging.

"This isn't the time to get drunk and lose your credibility, because you still have to go to work on Monday," she told BI.

Holiday parties are still considered company time, so you should always remain aware of your professional reputation.

Don't feel pressured to drink

On the other hand, don't feel compelled to drink if you don't want to.

"If you don't drink for whatever reason, you don't have to give an excuse or a reason," Gottsman explained.

If you're more comfortable sticking with a seltzer or soda, you should do that.

Remember to send in your RSVP on time

If there's an RSVP on the invitation, it means the host is counting heads to ensure there's enough food, drinks, and place settings for each guest, Gottsman told BI. That's why it's important to respond in a timely manner.

She also said that once you RSVP, you've made a commitment that you shouldn't back out on.

Don't be the first to leave — or overstay your welcome

It's best not to rush out the door at a corporate holiday party.

Gottsman told BI that leaving too early can make it look like you're eager to get out, which doesn't leave a great impression.

"If you get there and you leave 20 minutes later, people are going to notice," she said.

However, Gottsman also said you shouldn't overstay your welcome. For instance, she told BI that if the event ends at 9 o'clock, you've stayed too long if you're still there at 9:30 or 9:45.

If you'd like to continue interacting with your coworkers, she recommends leaving at the appropriate time and taking the party somewhere else.

Be sure to mix and mingle

When attending a holiday party, use the opportunity to build on existing relationships and meet new people, such as clients, vendors, or others in the company you don't know well.

"You shouldn't be sitting," Gottsman told BI. "You should be mixing and mingling unless you're eating. But if you are seated and someone walks up to you, you always want to stand for an introduction."

Additionally, if the event has name tags, make sure to grab one.

"Name tags are memory tools. They go on the right side of your shoulder to follow the line of sight of a handshake," Gottsman added.

• Madeline Mann, a career coach, advises job seekers to be careful about what they post online.
• Mann said job recruiters will check a candidate's LinkedIn and other social media platforms.
• She said sharing about your current job search journey on LinkedIn could backfire.

This as-told-to essay is based on a conversation with Madeline Mann, a 32-year-old career coach and CEO of Self Made Millennial from Los Angeles. It has been edited for length and clarity.

I've been a career coach for about six years. As the CEO of Self Made Millennial, my career coaching service, I want people to feel confident in selling themselves and ultimately land the job offer.

When it comes to job hunting, I tell my clients that recruiters will definitely check their LinkedIn profile — but they might not stop there. It's very likely they'll search for candidates on other social media platforms too.

For that reason, when looking for work, there are several things you shouldn't share online. Here are four of them.

1. Don't share your job search journey

When you're job searching, I'd heavily advise against documenting your journey. There has been a surge of people on LinkedIn, sharing what it's like to apply for jobs in today's market.

They say things like, "Oh, I just went through this company's interview process, and I didn't get the job," or, "Look how silly this job application is — and here's how I feel about it."

While it might get you some good engagement, understand employers are watching, too. As a job seeker, you don't want them to think, "Oh no, if we put this person through our interview process, what are they going to publicly say about our company?"

Although the job search journey can be pretty isolating, and it can feel good to talk about it, you really want to be cautious here.

2. Mental health

Similarly, I would advise against sharing your mental health journey online. This is something that has become a much more mainstream conversation and for such good reason.

But understand, it's something that an employer could make snap judgments on. Those hiring might question your ability to do the role, and you might not know it — as they won't tell you that.

Sharing things about depression, or anxiety, might make an employer wonder, "How is that going to impact our business?" and "Are they going to be capable of this job?"

Even if you're being uplifting and reflective, it's very risky. Instead, I'd try to keep this more to your inner circle, where you can control who has access to knowing.

3. Don't share your résumé online

On LinkedIn, there's an option to share your résumé — and I wouldn't recommend doing that.

If you share the same résumé everywhere online, you're missing the chance to tailor it to what that company is looking for. This is especially important if you have diverse interests in different roles; that one résumé could send the wrong message.

Instead, I suggest only sharing your résumé with the company you're applying to, rather than making it public on your website or LinkedIn profile.

4. Consider not sharing political campaigns

If you've worked on a political campaign, it's important to consider whether you should actually include it on your LinkedIn profile.

Yes, you likely gained valuable experience, but before posting it, think about the cities you want to work in, the role you're applying for, and the jobs you'd like to pursue.

Many people struggle to separate their beliefs and may make assumptions based on who they think you voted for. These differences can cloud someone's judgment, and when you're applying for jobs, you don't want that to happen.

Even if they shouldn't, small biases can make a big impact. In the end, you don't want to give people the ability to quickly judge you before they get to know you.

Protecting your accounts

When applying for jobs, go to Google, type in your name, and see what comes up. A recruiter will usually start there. They might see your LinkedIn profile, but they could also come across your X and Instagram accounts, too. If those platforms appear, they'll likely click on those links.

To protect yourself from that happening — you can do a few things. First, you can put your social media accounts on private, which isn't necessarily foolproof, but a start, or you can set your social media accounts to include just your first and middle name, so your last name doesn't appear.

You can also slightly misspell your last name. For example, I saw someone whose last name starts with "W," but he used two "V"s instead. That way, if someone searched his last name, it wouldn't show up.

But just as a general rule, know that if someone does get through your privacy settings, there are ways to see what you've liked and who you follow.

Before posting, ask yourself is this the right way to portray myself? Should I just send this in a group text to my friends instead? Really consider those things before posting.

If you're a career coach who would like to share helpful job searching tips, please email Manseen Logan at [email protected].

• Nolan Church is a former Google recruiter who says you could be holding yourself back from a promotion.
• Performance gaps, lack of roles, and budget constraints can also hinder career advancement.
• Advocating for oneself and seeking feedback are crucial for securing promotions.

This as-told-to essay is based on a conversation with Nolan Church, a 35-year-old former recruiter for Google and Doordash and now the cofounder and CEO of FairComp from Salt Lake City. It has been edited for length and clarity.

Before becoming the CEO of FairComp, a company that helps employees understand if they're paid fairly, I was a recruiter for Google for three years and led recruiting at Doordash for another three years.

I often saw colleagues and friends get overlooked for promotions. There are several reasons for this — here are four of them.

1. Performance gap

The first one is a gap in performance. There could be a misalignment in how an employee thinks they're doing and how management thinks they're doing, most likely due to a lack of feedback.

Many people are bad at giving feedback. An employee could have poor communication skills, a negative attitude, or be a pessimist, but they may not know it. Or, when they do receive feedback, they argue about it instead of trying to remediate and improve. These things surface when it comes time for a promotion, but they're hard to fix when you're unaware it's a problem.

When looking for a promotion, make sure to ask for feedback on your current performance and actually listen. Then, document the feedback, improve, and ask your manager, "Can you help me understand the gap between where I'm at and the next level?" That way, you may get promoted in the next round of promotions.

In your one-on-one meetings after the initial conversation, you could say, "This is what we talked about in the past, and this is what I've been doing to improve. What's your feedback on how my performance has been progressing?"

This is also helpful if you aren't getting promoted due to a skill gap, like if you're trying to get promoted into a management role and you've never managed people before. Ask your manager what you need to work on to move on to the next level.

2. No job 'big enough'

You might be killing it at your job, but if the business doesn't have an open role or a scope big enough to justify your promotion, you typically won't get promoted.

For example, when Google employees reach level five, or terminal level, many will never get promoted again. Typically, there's no job big enough for them to go into next.

Once you reach the top, you might not see any additional compensation increases either. Some companies may make exceptions and offer more, but that's not the rule.

If this happens, you have a few options. You can stay put and try to keep learning within your role, search for other roles inside the company where there are opportunities to grow and ascend, or you might choose to leave the company.

3. Budget constraints or business challenges

If a business isn't doing well, promotions are most likely not happening or are occurring at a significantly decreased rate. If a business is experiencing some sort of struggle, it has no incentive to promote people, and your likelihood of getting promoted is significantly less than at a business that's doing well.

Typically, promotions come with a salary increase, but not all companies can always provide that. When this is the case, the solution for an employee seeking a promotion is situational.

If the economy is up but your company is not doing well, it might be time to look for another opportunity elsewhere. If the economy is down, you may consider staying put in your current role, as leaving in a bad economy can be risky.

Otherwise, if you leave and, six weeks later, your new company decides to run a layoff, you're more likely to be impacted because you lack tenure — "last in, first out," can still be true today.

4. You aren't advocating for a promotion

You must advocate for yourself to get a promotion, but people are often terrible at doing that — especially when working remotely. Instead of thinking, "I'm just going to do great work, and people are going to notice," you need to think, "I'm going to do great work, and I need to tell people about the work I'm doing."

I remember having a big mental shift in my career when I realized I needed to take responsibility and own it. I thought, "I can't expect my manager, who has a ton on their plate and a lot going on, to always be the one checking in on me. Instead, I need to advocate for myself."

Start by scheduling regular touchpoints with your manager so they understand the value you're providing to the organization — something harder to see when you work remotely.

If you work from home, you need to overcompensate to combat this. When in person, people can see that you're working and can ask you questions without friction. To ensure your manager doesn't think you're slacking off, send snippets on Fridays that include everything you did that week and your priorities for next week. Also, send no-update updates, which update stakeholders on where things stand without them asking you.

That way, they're always aware of what you've done and what's coming next. If they want to provide feedback, you've given them an opportunity.