When you desire changes to your role, it’s important to be deliberate in the way you raise this with your manager.
Before any conversation, take the time to identify all your points of concern. Reflect on each of these points and what they mean to you.
Which of these points definitely need to be addressed and which points are just considerations?
With the major points that must be addressed, understand what a minimum acceptable outcome could look like. Most importantly, understand if these outcomes are within your manager’s control.
For the conversation with your manager, treat it as a problem-solving exercise, rather than an interrogation or a list of ultimatums. Both sides want to maintain an effective working arrangement, so it’s in both sides best interests to work through these points together in a meaningful way.
Focus on the major points and work through them in a clear and thoughtful manner. Only raise the minor points if they’ll benefit the conversation.
Your aim from this conversation should be to gather the information you need to make a better decision about your role. Don’t push for any outcome until you’re clear on the possibilities.
You may discover that your manager is unable or unwilling to help, or you may determine that a solution is achievable.
And if a solution is achievable, there’s one thing you must reflect on. What happens if your manager gives you everything you want?
Will you want to keep working in the role?
Or will you keep finding issues because you actually want to change roles entirely?
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