November: Planning Your Career Before It's Too Late
A career is a lot like a hike. Pause occasionally, check your direction, and don't wait until you're lost to look at the map.
It's June, I know. Yet, when I look back at many of the career conversations I have every November, I notice the same pattern repeating itself year after year. The pattern that can be breaken if you start early enough.
My inbox starts filling up with messages:
"I just received my feedback and I'm upset."
"I was hoping for a promotion, but it didn't happen."
"My manager doesn't seem to see my contribution."
"I don't know what to do next."
At first glance, these conversations seem to be about performance reviews, promotions or salary increases. But often they are not. More often, they are about unmet expectations, feeling unseen, uncertainty about the future and questions about one's own value.
November has a way of bringing these questions to the surface. It becomes a reality check:
Have I grown this year?
Am I moving in the direction I want?
Does my manager see the contribution I believe I am making?
Am I still excited about the path I'm on?
The Mistake Many Employees Make
Many employees secretly hope for a promotion, a raise or more responsibility. The challenge is that these expectations often remain unspoken throughout the year. Then November arrives and disappointment follows. Instead of waiting for the annual review cycle, consider starting the conversation much earlier.
Ask yourself:
Where would I like to be by the end of the year?
What kind of growth am I looking for?
How would I know I am progressing?
What does success look like for me?
Once you have reflected on these questions, discuss them with your manager.
Do not wait until decisions have already been made.
Explore together:
Do we have the same picture of my current performance?
Do we agree on my future direction?
What would need to happen for me to take the next step?
Who are the decision-makers involved?
The earlier these conversations happen, the fewer surprises there will be later.
For Managers
Many managers enter year-end conversations carrying pressure from all directions.
Pressure from senior leadership.
Pressure from budgets.
Pressure from teams.
Pressure from organizational constraints.
At the same time, employees enter these conversations carrying hopes, expectations and sometimes fears. One of the most valuable things a manager can do is to understand these expectations before the review cycle begins.
Ask:
What are your aspirations for the coming year?
What kind of growth are you looking for?
What matters most to you right now?
Not every expectation can be met. But every expectation deserves to be understood and listened to.
The Explicit Expectations Exercise
One simple exercise can prevent many difficult conversations later.
For employees:
Write down:
What do I want?
Why is it important to me?
What evidence supports my case?
What conversations need to happen?
For managers:
Reflect on:
What expectations have been made explicit?
Which ones remain unspoken?
Where are we aligned?
Where might disappointment emerge?
Often conflict is not created by bad intentions. It is created by expectations that were never discussed.
Don't Wait Until November
Career development should not be a once-a-year conversation. The most successful professionals and leaders I meet are often the ones who create clarity throughout the year. They have regular conversations. They seek feedback early. They understand the system around them. And they take an active role in shaping their own career rather than waiting for others to do it for them.
Because by the time November arrives, many of the important decisions have already started taking shape.