At Nebulab, your manager is more than just a supervisor; they are your mentor, guide, and support system. They play a crucial role in not only managing processes but also in nurturing your growth and ensuring your journey with us is both rewarding and fulfilling.
Your manager at Nebulab isn't just overseeing tasks; they're dedicated to your overall development and well-being within the company. They're your point of contact, your advocate, and your mentor, playing a key part in your Nebulab story.
Your manager's main responsibilities:
.1Process Management: Your manager oversees various processes to ensure smooth and efficient operations. From project allocation to workflow management, they keep the gears turning.
.2Personal Development: They are deeply invested in your professional growth. Expect regular 1:1 (one-on-one) meetings where you can discuss career goals, tackle challenges, and plan for future growth.
.3Feedback and Evaluation: Constructive feedback is a cornerstone of our culture. Your manager provides continuous feedback, helping you hone your skills and acknowledging your achievements. They will also lead you through your performance reviews.
.4Open Communication: They ensure lines of communication are always open. Whether you have concerns about a project or need guidance, your manager is there to listen and support.
Navigating 1:1 meetings
One-on-one meetings (1:1s) are the most important tool for coaching and exchanging feedback at Nebulab. These are recurring meetings that allow you and your manager to zoom out from the day-to-day and talk about your journey at Nebulab from a more strategic perspective.
Together with your manager, you are responsible for deciding the frequency and duration of your 1:1s (the standard is 30 minutes every two weeks, but see what works for you!) and for making time in your schedule to run them consistently.
Building a 1:1 agenda
1:1s are no different from any other meeting, and they should follow the rules of effective meetings: we strongly encourage having a recurring agenda for your 1:1s. This will ensure you make the best use of that time.
Your manager will suggest an initial template, but you should keep in mind that building the agenda is a shared effort. You should be contributing to it just as much as they are, if not more!
Typically, 1:1 agendas allow you to:
talk about your journey and well-being at Nebulab,
develop and follow a personal learning plan,
exchange feedback with your manager,
stay in the loop about what's going on in the the rest of the company and
have performance- and compensation-related discussions.
You should also include time for chit-chat and for getting to know each other—this will help the two of you develop trust and connection, and have more and more meaningful conversations over time.
Preparing for a 1:1
You're encouraged to add points to your upcoming 1:1 as things happen and thoughts come to mind, so that you don't forget about anything.
You should still take 10-15 minutes before each 1:1 to reflect on what happened since the last meeting, and make sure the agenda contains everything you want to discuss. Here are some of the questions you can ask yourself to prepare for a 1:1:
How have you been feeling lately at work?
Are there any aspects of Nebulab that you'd like to learn more about?
Do you feel like your learning journey is headed in the right direction?
Do you understand what goals your manager wants the team working towards and your role within that strategy?
How can you educate your manager on what you are working on?
Do you need any guidance on solving a technical/people problem?
Are there any areas where you'd like to receive more feedback?
Following up after the 1:1
During the 1:1, your manager will take notes on what you discuss and what you commit to, so that you can review your progress in the following 1:1. This creates a sense of accountability and ensures no stone is left unturned. You will be able to review the meeting minutes via Lattice or Slack, so that you can reference them later.
If any action items have been assigned to you, make sure to follow up on them within the designated timeline. It's okay if work gets in the way and you can't complete a task, but you should let your manager know in advance so you can adjust the deadline accordingly.
Following up consistently on your 1:1s will allow you to really make the best of your time at Nebulab, and will sometimes be critical for your career progression here.
Skip-level 1:1 meetings
Along 1:1 meetings with your manager, you'll also regularly—despite less frequently—meet with Nebulab's higher leadership team. This 1:1 meeting is named "skip-level" because you skip one level and meet with your manager's manager. Skip-level 1:1s at Nebulab bridge the communication gap between team members and higher leadership.
These meetings provide a unique opportunity to:
Gain Insights: Understand broader company strategies and see how your role fits into the larger organizational goals.
Offer Feedback: Directly share your thoughts and feedback, influencing company-wide decisions and improvements.
Receive Guidance: Discuss career goals and challenges, receiving advice and mentorship from a senior perspective.
Resolve Challenges: Bring up any issues that might need higher management intervention or insight.
Approach these meetings as a chance for open dialogue and strategic discussion. They are your platform to connect with and learn from Nebulab's leadership, ensuring your voice is heard at all levels of the company.
Development and Performance
At Nebulab, your development and performance are intertwined paths that lead to your professional success. With your manager as your guide, we navigate these paths through structured reviews and a robust career framework, ensuring your journey with us is both rewarding and fulfilling.
Every six months, you'll engage in performance reviews through Lattice. These reviews are unique as they focus not just on your recent work performance but equally on your professional development.
Your manager plays a pivotal role in this process, offering insights and feedback that are essential for your growth. They ensure that these reviews are more than just assessments— they're stepping stones to your next career milestone.
Our approach to performance and development is structured yet flexible and thoroughly described in the Career handbook.
The amount of information can be daunting... and that's why your manager is instrumental in helping you navigate this framework. They'll work with you to understand where you are, where you want to go, and what it takes to get there.
By aligning your personal goals with the competency matrix, your manager ensures your development plan is both challenging and achievable.
Consider your manager your partner in this journey. They're not just evaluators; they're mentors who are invested in your progress. With their support, your performance reviews become a reflective and forward-looking process, highlighting your achievements while paving the way for new learning experiences and career milestones.