Annual reviews are not always the highlight of everyone’s day but it is one of the most influential ways to highlight your contributions and discuss your career growth. Here’s how you can navigate these conversations effectively. Understanding What Matters to Your Company Companies typically focus on three high-level areas: Financial Impact : Highlight how your actions aligned with the company's goals and have directly contributed to increasing revenue or reducing costs. This could include successful projects, efficiency improvements, or strategic decisions that positively affected the company’s bottom line. Innovation and Future Growth : Discuss your role in driving innovation and improvements. This could involve introducing new technologies, improving processes and workflows, leading transformative projects, or developing strategies. Collaboration, Communication, and Adaptability : Not all roles or projects will always show quantifiable results, but these skills significantly influence the company and team’s success. Discuss the teams you work with (clients, departments, vendors) and any increase in these interactions. Highlight how you adapted to changes like team expansions/reductions, new clients/customers, more direct reports, or shifts in work processes. Also, mention the increase in decision-making responsibilities, providing examples of delegating or making decisions to benefit projects, your team, or the company. Structure Your Conversation When it comes to discussing your performance and career progression, it’s important to be clear and structured. Start by highlighting how your role has grown: Last Year : Describe your role and responsibilities. This Year : Explain how your role has evolved and the new responsibilities you’ve taken on. Accomplishments : Share specific achievements and their impact on the company. Outcomes of Performance Reviews Compensation If your role has evolved substantially, express your interest in discussing an appropriate role change & salary. Understand that the first conversation might not be the last—it may take a few months, depending on the company’s size and hierarchy. Typically, if your role has expanded beyond the original job description, a role change and corresponding salary adjustment should be discussed. Keep in mind that each company has different policies regarding role changes. Development Opportunities Performance reviews are an excellent time to discuss career development opportunities you are interested in. This could include certifications, trainings, continuing education, or seminars that your company might cover or reimburse. Handling Objections If you’re told you’re not ready for a raise, respond with specified questions and take initiative. Ask for specific examples of what you need to improve, proactively create a development plan with your leader, and set a timeline to revisit the conversation. Knowing When to Look Externally If your role has expanded and you have been consistently successful, yet there is still no recognition, pay increase, or role change after multiple attempts at conversation, it may be time to consider opportunities outside your current company. These conversations are a great opportunity to discuss the career opportunities and experiences you seek, and how your leader can support you in achieving them. This is your time to advocate for yourself—be open to feedback, but also be prepared and proactive. Until Next Time, Felecia Jordan Founder of The Little Big Things

Did you know individuals who had Mentors are promoted 5X more often than those without mentors and are more likely to experience career growth and advancement? Additionally, 90% of workers with a mentor report feeling happier in their careers, and 87% of mentees feel empowered by their mentoring relationships. So How Do You Find a Mentor? Here are some strategies to help you connect with the right mentor: Define Your Goals: Determine what you want to gain from mentorship. Are you looking to develop leadership skills, build confidence, or seek a new position? Clarifying your goals will help you find a mentor who aligns with your needs. Look Internally: Consider leaders within your company, even in different departments, who you admire and want to learn from. A previous manager with whom you had a great working relationship could also be a potential mentor. Depending on the organization you work for they may have mentor programs. Reach out to your manager or HR business partner to inquire. Expand Externally: Mentors don’t have to be within your company. They could be individuals from other organizations you’ve met or know of. Use Apps and Networks: If there is no luck with your current connections, there are numerous apps and professional networks designed to connect you with potential mentors. Initiating a Mentor/Mentee Relationship Identify the Right Mentor: Choose someone whose career path, skills, and values align with your goals. This could be a colleague, supervisor, professor, or industry leader. Request a Meeting: Reach out to them via email or a professional networking platform to request a meeting. Be clear about why you want to meet and what you hope to discuss. Subject: Request for Mentorship Dear [Mentor’s Name], I hope this message finds you well. My name is [Your Name], and I am currently [Your Position/Role] at [Your Company/Institution]. I have long admired your work in [specific field or industry], particularly [mention a specific project or quality you admire]. I am reaching out to you because I am seeking a mentor who can guide me as I work towards [specific career goals]. Your experience and insights would be incredibly valuable to me, and I believe that your guidance could help me navigate the challenges and opportunities in this field. I would be grateful if we could meet to discuss this possibility further. I am flexible with my schedule and can adjust to a time that is convenient for you. I am committed to making the most of this mentorship and am eager to learn and grow under your guidance. Thank you for considering my request. I look forward to the possibility of working with you. Best regards, [Your Name] Maintaining the Relationship Show your mentor that you take the relationship seriously by being proactive in scheduling regular meetings or calls that fit their schedule. Always come prepared with an agenda, updates, and any assignments they recommend. This demonstrates respect for their time and mentorship. Explain Your Goals: During the meeting, clearly outline your career goals and why you believe they are the right person to help you achieve them. Mention specific qualities or experiences they have that you admire. Be Specific About Your Needs: Describe what kind of guidance you are looking for. Whether it’s career advice, skill development, or networking opportunities, being specific helps them understand how they can assist you. Express Your Commitment: Show that you are serious about the mentorship by expressing your willingness to work hard and be proactive. Mention how often you would like to meet and for how long that is suitable for their schedule. Flexibility and Openness It’s okay to have different mentors for different seasons of your career. The duration of mentorship should be mutually beneficial. Remember, mentors don’t always have to be leaders. Younger mentors can also provide valuable insights and help you grow. I personally had a younger mentor myself when I started The Little Big Things. You can learn anything from anyone if you are open to it. Mentorship is a powerful tool for personal and professional growth. By taking the initiative to find and maintain a mentoring relationship, you can create new opportunities for yourself, overcome challenges with guidance, and have someone that can help bring you balance and new perspective. Until Next Time, Felecia Jordan Founder of The Little Big Things

Embracing Continuous Learning: As I entered my 30s, I realized that having all the answers wasn’t necessary. Each care er experience—whether smooth sailing or challenging—offered valuable lessons. As adults, we learn through conversations, observing others, and our own trials. So, I approach every situatio n with curiosity: What can I learn here? How can I grow from this experien ce? Even if something didn’t go well, it’s a chance to learn and improve. Prioritizing Family Over Money: There’s always a trade-off. Instead of relentlessly chasing high-paying opportunities, I now consider th e impact on my personal life. Will it mean longer commutes, less family time, or missed moments for self-care? Balancing work and family involve understanding my spouse’s goals too—what sacrifices are they making ? Sometimes, the allure of money isn’t worth the price we pay in other areas of life. Finding My Voice: A pivotal moment occurred when a Senior Vice President locked eyes with me across a conference room table and said, “You disappear in this conference room, if you want to be seen and heard, you are going to have to say something.” We often tell ourselves stories like “No one will listen” or “I shouldn’t rock the boat .” These self-imposed limits hinder growth and prevent us from advocating for what we truly want. Now, I actively seek opportunities to be seen, heard, and create positive impact. And now, my personal practices: Daily Journaling: Reflecting on specific experiences or conversations helps me find the hidden gains in life. Weekly Check-Ins: My husband and I discuss how work feels for both of us. We align our individual career aspirations with our shared values, supporting each other in meaningful ways. Speaking Up: In every meeting, I ensure my presence is felt—whether by asking questions, clarifying takeaways, or presenting ideas. It’s been life-changing to see the impact of my voice. Until Next Time, Felecia Jordan Founder of The Little Big Things

When looking for ways to combat work burnout, you often come across numerous articles outlining strategies like time management, taking breaks, and task prioritization. But what if burnout stems from external factors beyond your control? Such as toxic senior leadership, silent promotions, juggling dual roles, poor communication, misunderstandings, absorbing your manager's stress, unproductive meetings, or being unable to update outdated processes? How can you avoid burnout when you are directly affected by these external circumstances? Let’s expand on each of these scenarios and talk about ways we can respond to prevent ourselves from feeling burnout from others: Toxic Senior Leadership: Do not ask, tell your manager the type of support you need from them. Seek mentorship from other professionals outside your department or organization. Be vocal with your manager on how you are feeling in the current environment and propose solutions that would create a safer supportive culture within the team. Silent Promotions or Juggling Dual Roles: Have a conversation with your manager about your current workload, the impact it has on you, and the expectations of your current role. Propose an action plan to transition out of previous duties with a timeline and set date. Lack of Communication: Provide solutions for improving the communication channels within your team or organization whether that is using shared spreadsheets, project tracking tools such as Trello, etc. Document important conversations and decisions to mitigate misunderstandings and circulate within the team to ensure everyone has the same understanding. Absorbing Your Manager’s Stress: Practice boundary-setting techniques to prevent taking on undue stress from your manager, such as not answering calls or emails after work hours. They will have no choice but to honor, if you set that boundary. Respond, do not react to your boss’s stress. Ask the appropriate questions needed and gather all details before taking action. Unproductive Meetings: Propose more efficient meeting practices, such as setting clear agendas and time limits. Politely decline meetings that are not essential to your work or where your presence isn't necessary. When the meeting is getting off task, be vocal that you have a “hard stop” at a certain time to help steer the team to stay on task. Being Unable to Update Outdated Processes: Identify areas where process improvements are needed and gather data to support your proposals. Start small by suggesting incremental improvements. Identifying the sources of external pressure and understanding their impact on our professional burnout is the first step toward reclaiming control. This process involves a deep and sometimes uncomfortable examination of our work environment and the dynamics we entertain. It's about recognizing that the small changes we make in how we interact with and react to others can have a profound impact on our overall job satisfaction and mental health. Until Next Time, Felecia Jordan Founder of The Little Big Things

If your manager only holds one-on-one meetings with you during performance reviews and there are currently no regular one-on-one sessions planned, I recommend taking the proactive step of requesting them. These meetings offer a valuable opportunity to address both practical and personal matters, ensuring that you have the support and resources required to excel in your current role. By initiating this, you show dedication to personal and professional growth, establishing a platform for feedback and development opportunities. To make the most of these discussions, it is essential to prepare insightful questions that can help you overcome challenges, align your objectives with the company's goals, and promote your growth . Here are different question categories to consider for your one-on-one meetings, along with some examples: Seeking Feedback: "I have received different opinions from team members regarding a recent project. Can you provide your perspective and recommend ways to handle the differences? " "Are there any blind spots in tasks X and Y that you've noticed?" Seeking Support: "I'm struggling to grasp the expectations for a recent task. Could we go over the requirements together to clarify any uncertainties?" "I'm feeling overwhelmed by my current workload. Can we explore strategies for task prioritization and securing additional resources to help work more effectively?" Professional Development: "I aim to gain more exposure to cross-functional collaboration. Can you suggest projects or initiatives where I can work with colleagues from different departments to broaden my skill set?" "I'm interested in expanding my expertise in a specific area. Are there any workshops, training programs, or certifications you could recommend for me?" Supporting Your Manager: "I've noticed some areas where I could take on additional responsibilities to better support you and the team. How can I best contribute to these areas?" "Do you require any specific assistance or support in the upcoming week? I'm here to support our team." Engaging in detailed discussions and asking insightful questions during your one-on-one meetings empowers you to take ownership of your career growth . This proactive approach ensures that you receive the guidance, feedback, and support needed to excel in your current role, progress your career, and make significant contributions to your team's and organization's success Until Next Time, Felecia Jordan Founder of The Little Big Things

"Success in networking comes from genuinely caring about the people you meet and building authentic relationships. "

"Your career is a journey, not a destination."

It's no secret that salary expectation questions can be nerve-wracking during an interview . It's a question that can have a significant impact on the outcome of the interview and your income. However, with the right mindset and preparation, you can successfully navigate this question. When answering this question, we often overlook the cost of the employer health benefits, retirement, or bonus structures. It's important to consider all of these factors since these are impactful factors to your income. Additionally, researching salary ranges and determining what is suitable for you is crucial. These tips will enable you to respond to the question with confidence and advocate for fair compensation. Here are 3 Effective Ways to Answer the Question of Salary Expectations Know Your Salary Range Ahead of Time It is important to have a clear understanding of your salary range before entering any job interview. Spend some time reviewing your expenses and financial goals, and determine what amount would be suitable for you. Once you've established your baseline, add a cushion to that number and propose a range during the interview. Salary ranges also show you are coming from a place of collaboration. By giving a salary range , you show that you’re willing to be flexible and work with your prospective employer while remaining firm on your worth. To negotiate for a higher salary, emphasize your skills and how they benefit the company and team. Consider the value of your experience in the position. Example : "Based on my skillset and experience, I am seeking a salary range between [salary range]. This range reflects the value I can bring to the team in terms of [ mention specific benefits, such as increased productivity, cost savings, or improved customer satisfaction ] which we discussed earlier would be very helpful to the team. " Turn the Question Around : Ask about the salary range for the role before sharing your numbers. Example: "I appreciate you asking this question. Before I provide specific numbers, I would like to gain a better understanding of the salary range you have in mind for this role. Could you please share the salary range that the company has budgeted for this position?" Benefits, Retirement, Bonus Structure : Remember that the agreed-upon figure is before tax, insurance, and retirement deductions. Ensure that you're comfortable with the net amount you'll receive after considering these factors. Therefore, it is important to ask questions about the cost of benefits and retirement packages. These cost factors play a huge part in your income. Example : "That's an important discussion, and I'd love to address it. However, to provide accurate numbers, I first need a better understanding of [benefits, bonuses, etc.] associated with the role.” By applying these strategies and using the provided scripts, you can navigate the question of salary expectations with confidence and secure fair compensation for your skills and expertise. Until Next Time, Felecia Jordan Founder of The Little Big Things

"The answer to creating the life you want, is not in speeding up; it's slowing down." – Chantel Bretyenbach