JeranAI

Your manager is not a mind reader. You’re waiting to be noticed. You’re hoping leadership team sees how hard you’re working. Then you get bitter when they don't recognize you. That same manager has 5+ people in their span of control, 3 bosses ahead (line, skip, double skip), they have their own career targets to meet and so much more priorities. It is your responsibility to make it easier for them recall your contributions throughout the year. Especially if performance management isn’t very structured at your organization. There’s something called recency bias where people forget your past accomplishments and focus only on recent performance. It is your job to remind them. Keep your brag sheet - don’t rely on your manager’s memory alone. Bring your evidence, Your actions, your results. Communicate progress, not only blockers - milestones you hit, completed projects, improvements you drove. Connect your wins to business priorities- you can do so much, but it means nothing if it doesn’t move the needle for the business. Schedule feedback conversations- Don’t wait until appraisal season. Talk you your manager more often, ask questions about what’s working and what you can do better and don’t get defensive if the feedback isn’t favorable. Your manager is responsible for assessing your performance fairly but you have the responsibility to make your own contribution clear.