WEBVTT
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Welcome back to Day Day Up, the weekly podcast for Chinese professionals navigating the Western workplace.
00:00:06.559 --> 00:00:07.440
I'm Jonathan.
00:00:07.599 --> 00:00:08.960
Let's get into it.
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In my previous life, managing teams of up to 20 plus people, there were three things I always wanted to tell my direct reports about their performance reviews.
00:00:19.199 --> 00:00:26.719
But of course, I couldn't, because by the time we met, the review was already written, the rating was already locked.
00:00:26.960 --> 00:00:31.920
And saying them out loud now would only make the next 30 minutes worse for both of us.
00:00:32.159 --> 00:00:42.079
That's why today it feels so good to get them off my chest with the audience I care about most, my Chinese readers in the Western workplace.
00:00:42.560 --> 00:00:43.600
Confession.
00:00:43.920 --> 00:00:44.719
Juan.
00:00:45.600 --> 00:00:48.799
Your surprise is partly my fault, but mostly it's yours.
00:00:48.880 --> 00:00:56.000
You were expecting an exceeds, you got a meets, and amid the shock and confusion, there's also some bitterness and anger.
00:00:56.320 --> 00:00:59.600
It feels unfair that I sprung this on you at the last minute.
00:00:59.840 --> 00:01:02.079
I admit I have a part to play in this.
00:01:02.240 --> 00:01:12.000
I could have been more explicit and frequent in my feedback, but I have six direct reports about 20 stakeholders and my own boss to manage.
00:01:12.239 --> 00:01:15.359
So I can't be the one keeping you updated on where we stand.
00:01:15.439 --> 00:01:23.120
So if you don't want to be blindsided again, ask me for feedback mid-cycle in our one-on-ones or book a career conversation.
00:01:23.519 --> 00:01:29.599
Make me say the words you're on track for a meets in June, when there is still time to change it.
00:01:29.760 --> 00:01:36.159
As a bonus, if I'm the supportive type of manager, you might even walk away with a co-built roadmap to achieve and exceeds.
00:01:36.560 --> 00:01:40.719
After all, that's the best outcome for us both.
00:01:41.040 --> 00:01:42.000
Confession two.
00:01:42.560 --> 00:01:46.640
You wrote your self-review like a diary, but I read it as a calibration tool.
00:01:46.799 --> 00:01:48.959
You think your self-assessment is for me.
00:01:49.200 --> 00:01:51.359
It isn't, at least not all of it.
00:01:51.519 --> 00:02:03.519
It's a document I take into a room full of other managers, each defending their own people, and I have about 90 seconds to make your case for why you deserve a higher raise or the promotion you want.
00:02:03.680 --> 00:02:14.960
Or in especially cutthroat organizations who enforce a rank and yank style of employee rating, simply to defend your rating to save you from something worse.
00:02:15.360 --> 00:02:19.919
In that room, every adjective you wrote about yourself gets discounted.
00:02:20.159 --> 00:02:22.319
Every opinion gets ignored.
00:02:22.479 --> 00:02:27.360
And every team result you were too polite to claim simply doesn't exist.
00:02:27.599 --> 00:02:33.520
Which means a line like, I worked cross-functionally and took on new responsibilities doesn't help me.
00:02:33.759 --> 00:02:36.560
It screams, meets expectations.
00:02:37.039 --> 00:02:38.080
Confession.
00:02:38.319 --> 00:02:41.520
Three, the raise was decided a week ago.
00:02:41.759 --> 00:02:43.599
I know what you're about to ask.
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No, you can't have a raise.
00:02:45.599 --> 00:02:47.199
No, you can't have a promotion.
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Ask me in a hundred review meetings.
00:02:49.280 --> 00:02:50.319
And it's still no.
00:02:50.479 --> 00:02:51.439
Don't get me wrong.
00:02:51.599 --> 00:02:53.599
I like you and you do good work.
00:02:53.840 --> 00:03:00.400
But asking for a raise in your review meeting is like a kid asking mom for a chocolate bar after she's already checked out.
00:03:00.560 --> 00:03:06.080
By the time we're having a performance review chat, calibration finished, likely weeks ago.
00:03:06.400 --> 00:03:07.919
Compensation is final.
00:03:08.400 --> 00:03:10.639
I'm not deciding anything today.
00:03:10.879 --> 00:03:13.039
I'm just delivering the news.
00:03:13.280 --> 00:03:16.240
What I wish you'd done is come to me a month before.
00:03:16.400 --> 00:03:22.240
With talking points I could have taken into that room, then maybe we could have built a case.
00:03:22.479 --> 00:03:26.879
Here's how to make sure the next cycle is different in four steps.
00:03:27.919 --> 00:03:31.919
Step one, tell me what changed because of you.
00:03:32.159 --> 00:03:40.639
Most people describe what they did in their self-reviews, but the one thing every top performer can do is explain how their work moved the business.
00:03:40.879 --> 00:03:48.240
Instead of this, this year I worked cross-functionally and took on new responsibilities, contributing on Project Omega.
00:03:48.719 --> 00:03:56.400
I developed my analytical skills through data analysis and developed new AI capabilities with Claude CoWork.
00:03:57.199 --> 00:03:58.319
Write this.
00:03:59.120 --> 00:04:03.520
This year, I stepped up to lead the analysis work stream on Project Omega.
00:04:03.680 --> 00:04:10.319
By integrating co-work, I accelerated the generation of key insights, including brand new client segmentation.
00:04:10.639 --> 00:04:18.639
This was the driving force behind our personalization engine, which is expected to deliver 2x the ROI of our previous campaign.
00:04:19.199 --> 00:04:21.120
Now, I know what you're thinking.
00:04:21.279 --> 00:04:23.600
I didn't drive 2x ROI by myself.
00:04:23.759 --> 00:04:25.120
I can't write that.
00:04:25.600 --> 00:04:27.519
But read it again.
00:04:27.759 --> 00:04:30.399
We're not saying you drove 2x.
00:04:30.800 --> 00:04:36.160
We're saying your insights led to a strategy that is expected to drive 2x.
00:04:36.480 --> 00:04:39.439
Here's the truth about the Western workplace.
00:04:39.680 --> 00:04:41.839
Nobody achieves anything alone.
00:04:42.079 --> 00:04:51.680
The product manager who writes my product was successful knows the designer, the engineer, and the data scientist all deserve credit.
00:04:51.839 --> 00:04:53.519
The PM writes it anyway.
00:04:53.759 --> 00:04:54.800
Remember this.
00:04:55.120 --> 00:04:57.920
Because it's so, so, so important for your career.
00:04:58.079 --> 00:05:06.720
Every top performer has mastered the same art, taking credit for team achievements in a socially acceptable way.
00:05:07.040 --> 00:05:09.920
Step two, trade adjectives for evidence.
00:05:10.160 --> 00:05:18.480
Instead of this, I believe I demonstrated an exceptional level of communication skills through my leadership of team meetings.
00:05:19.040 --> 00:05:20.000
Write this.
00:05:20.639 --> 00:05:30.079
I led weekly cross-functional team meetings this year, establishing new rituals to improve alignment, including pre-meeting agenda shareouts in Slack.
00:05:30.399 --> 00:05:40.160
I consistently kept discussions focused and every meeting within its scheduled time, while creating greater accountability around action item follow-ups.
00:05:40.399 --> 00:05:47.120
Together, these changes helped make our meetings more focused, predictable, and action-oriented.
00:05:47.759 --> 00:05:50.879
Because exceptional is your opinion.
00:05:51.120 --> 00:05:55.120
And the more opinions I see, the more I question the whole document.
00:05:55.279 --> 00:06:00.800
But if you give me facts and numbers to point to, I'll naturally trust your review more.
00:06:01.519 --> 00:06:05.199
Step three, ask for feedback from all the right people.
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You requested peer feedback from Amy, Jim, and Matt.
00:06:09.920 --> 00:06:11.040
But not Karen.
00:06:11.360 --> 00:06:12.879
No, no, no, God forbid.
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Because you two didn't get along and you didn't think she'd say anything nice.
00:06:17.040 --> 00:06:18.000
I get it.
00:06:18.240 --> 00:06:21.360
You want the review as positive as possible.
00:06:21.680 --> 00:06:25.519
I do the same in mine, but I know who you work with.
00:06:25.759 --> 00:06:30.240
If Karen is the one person you leave out, that omission is a flag on its own.
00:06:30.560 --> 00:06:36.800
And next cycle, instead of letting you pick your reviewers, I'll start suggesting who you should ask.
00:06:37.040 --> 00:06:39.120
So do the damage control yourself.
00:06:39.279 --> 00:06:46.879
Go to Karen before the review and say, hey, I'm putting together my year-end review, and I'd really value your perspective.
00:06:47.199 --> 00:06:49.759
What's one thing you think I did well this year?
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And what's one thing I could have done better?
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Now you hear the criticism before I do.
00:06:55.759 --> 00:07:02.240
And when Karen's feedback lands on my desk, the story becomes she knows, and she's already working on it.
00:07:02.480 --> 00:07:06.000
Step four, negotiate what great looks like.
00:07:06.399 --> 00:07:14.959
Instead of this, I hope to further develop my executive communication skills to ensure my insights can lead to more informed decisions.
00:07:15.439 --> 00:07:16.480
Write this.
00:07:16.800 --> 00:07:24.480
Next year I want to strengthen my executive communication by moving from presenting analysis to influencing decisions.
00:07:24.720 --> 00:07:39.519
Specifically, I'd like to independently present recommendations to senior leadership at least once per quarter, clearly frame the business implications of my work, and proactively anticipate the questions and trade-offs they're likely to raise.
00:07:39.680 --> 00:07:49.519
To achieve this, your support would be appreciated in securing five to ten minutes for an insights share in our quarterly business reviews with the leadership team.
00:07:49.759 --> 00:07:55.519
Skimping on your areas of development section is one of the biggest missed opportunities I see.
00:07:55.759 --> 00:07:58.720
You only need to know two things to get a top rating.
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The development section is where you get both from me in writing.
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It is the one place in the review where you get to negotiate the standard you'll be judged against for the next cycle.
00:08:10.639 --> 00:08:15.759
Define what improve executive communication actually means.
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Then ask me for the support to make it happen.
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I don't expect you to do it alone.
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I just need you to tell me what you need from me.
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If there's one last thing I wish I could say as a manager, it would be this.
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Remember, I care about your career, just not as much as you do.
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So stop waiting for me to prove it and start making it easy for me to.
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They're talking about fantasy sports.
00:09:04.480 --> 00:09:09.519
Last year, 57 million people in the US and Canada alone played it.
00:09:09.679 --> 00:09:14.000
I'd say in the West, it is less a hobby and more a second job that pays nothing.
00:09:14.159 --> 00:09:17.519
Because many of my readers tell me it's basically not a thing in China.
00:09:17.679 --> 00:09:19.279
Here's your melon breakdown.
00:09:19.519 --> 00:09:23.519
Before the season, a group of friends or coworkers forms a league.
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Everyone drafts real athletes in professional sports onto their imaginary team.
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Each week, your players' real stats become your points.
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If you lose, you spend the week getting roasted in the group chat.
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Think Ma Jong Zuo energy, but it lasts five months, and the loser sometimes has to do a punishment in public.
00:09:42.480 --> 00:09:45.519
I have seen a grown man forced to shave his head.
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Personally, I've always been a fan.
00:09:47.919 --> 00:09:49.919
I've been playing since I was 14.
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Baseball, basketball, hockey, all of it.
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There's just something about the sports meets analytics piece that always captured my interest.
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October is peak season, football is a month in, so the Monday mood of the guy next to you is now decided by a 23-year-old in Kansas City.
00:10:07.200 --> 00:10:15.279
Fantasy basketball drafts are happening in the next two weeks before the NBA tips off for the 26-27 season on October 20th.
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If a coworker is staring at their phone on a Tuesday morning looking like they lost money, that might not be the case.
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They might have just lost by two points to someone in accounting, which is way worse.
00:10:28.399 --> 00:10:32.720
Here is how you can use this topic in small talk next week.
00:10:32.960 --> 00:10:36.480
Here's how you can bring this up naturally during small talk.
00:10:36.720 --> 00:10:38.159
With coworkers.
00:10:38.799 --> 00:10:40.159
Are you in a fantasy league?
00:10:40.240 --> 00:10:41.200
How's your team doing?
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Any tips for someone who might be considering trying it for the first time with your boss?
00:10:47.759 --> 00:10:53.360
Fantasy Sports is the only place I've seen people voluntarily do spreadsheets and research every week for free.
00:10:53.600 --> 00:10:55.519
I think it's the instant feedback.
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You make a call and by Monday you know if it was right.
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Do you play?
00:11:00.480 --> 00:11:04.000
I'm curious whether you're a numbers drafter or a gut drafter.
00:11:07.440 --> 00:11:12.799
Daity Up is written, produced, and hosted with love by me, Jonathan Lee.
00:11:12.960 --> 00:11:20.639
To learn more, check out my free weekly newsletter for communicating in the Western Workplace, read by over 2,000 Chinese professionals.
00:11:20.879 --> 00:11:24.000
Just search Daily Up Jonathan and you will find me.
00:11:24.240 --> 00:11:25.360
That's all for today.
00:11:25.600 --> 00:11:29.120
See you next Sunday with the Trisong Shao Hua Banan.
00:00:00.000 --> 00:00:06.320
Welcome back to Day Day Up, the weekly podcast for Chinese professionals navigating the Western workplace.
00:00:06.559 --> 00:00:07.440
I'm Jonathan.
00:00:07.599 --> 00:00:08.960
Let's get into it.
00:00:09.839 --> 00:00:19.039
In my previous life, managing teams of up to 20 plus people, there were three things I always wanted to tell my direct reports about their performance reviews.
00:00:19.199 --> 00:00:26.719
But of course, I couldn't, because by the time we met, the review was already written, the rating was already locked.
00:00:26.960 --> 00:00:31.920
And saying them out loud now would only make the next 30 minutes worse for both of us.
00:00:32.159 --> 00:00:42.079
That's why today it feels so good to get them off my chest with the audience I care about most, my Chinese readers in the Western workplace.
00:00:42.560 --> 00:00:43.600
Confession.
00:00:43.920 --> 00:00:44.719
Juan.
00:00:45.600 --> 00:00:48.799
Your surprise is partly my fault, but mostly it's yours.
00:00:48.880 --> 00:00:56.000
You were expecting an exceeds, you got a meets, and amid the shock and confusion, there's also some bitterness and anger.
00:00:56.320 --> 00:00:59.600
It feels unfair that I sprung this on you at the last minute.
00:00:59.840 --> 00:01:02.079
I admit I have a part to play in this.
00:01:02.240 --> 00:01:12.000
I could have been more explicit and frequent in my feedback, but I have six direct reports about 20 stakeholders and my own boss to manage.
00:01:12.239 --> 00:01:15.359
So I can't be the one keeping you updated on where we stand.
00:01:15.439 --> 00:01:23.120
So if you don't want to be blindsided again, ask me for feedback mid-cycle in our one-on-ones or book a career conversation.
00:01:23.519 --> 00:01:29.599
Make me say the words you're on track for a meets in June, when there is still time to change it.
00:01:29.760 --> 00:01:36.159
As a bonus, if I'm the supportive type of manager, you might even walk away with a co-built roadmap to achieve and exceeds.
00:01:36.560 --> 00:01:40.719
After all, that's the best outcome for us both.
00:01:41.040 --> 00:01:42.000
Confession two.
00:01:42.560 --> 00:01:46.640
You wrote your self-review like a diary, but I read it as a calibration tool.
00:01:46.799 --> 00:01:48.959
You think your self-assessment is for me.
00:01:49.200 --> 00:01:51.359
It isn't, at least not all of it.
00:01:51.519 --> 00:02:03.519
It's a document I take into a room full of other managers, each defending their own people, and I have about 90 seconds to make your case for why you deserve a higher raise or the promotion you want.
00:02:03.680 --> 00:02:14.960
Or in especially cutthroat organizations who enforce a rank and yank style of employee rating, simply to defend your rating to save you from something worse.
00:02:15.360 --> 00:02:19.919
In that room, every adjective you wrote about yourself gets discounted.
00:02:20.159 --> 00:02:22.319
Every opinion gets ignored.
00:02:22.479 --> 00:02:27.360
And every team result you were too polite to claim simply doesn't exist.
00:02:27.599 --> 00:02:33.520
Which means a line like, I worked cross-functionally and took on new responsibilities doesn't help me.
00:02:33.759 --> 00:02:36.560
It screams, meets expectations.
00:02:37.039 --> 00:02:38.080
Confession.
00:02:38.319 --> 00:02:41.520
Three, the raise was decided a week ago.
00:02:41.759 --> 00:02:43.599
I know what you're about to ask.
00:02:43.840 --> 00:02:45.360
No, you can't have a raise.
00:02:45.599 --> 00:02:47.199
No, you can't have a promotion.
00:02:47.360 --> 00:02:49.120
Ask me in a hundred review meetings.
00:02:49.280 --> 00:02:50.319
And it's still no.
00:02:50.479 --> 00:02:51.439
Don't get me wrong.
00:02:51.599 --> 00:02:53.599
I like you and you do good work.
00:02:53.840 --> 00:03:00.400
But asking for a raise in your review meeting is like a kid asking mom for a chocolate bar after she's already checked out.
00:03:00.560 --> 00:03:06.080
By the time we're having a performance review chat, calibration finished, likely weeks ago.
00:03:06.400 --> 00:03:07.919
Compensation is final.
00:03:08.400 --> 00:03:10.639
I'm not deciding anything today.
00:03:10.879 --> 00:03:13.039
I'm just delivering the news.
00:03:13.280 --> 00:03:16.240
What I wish you'd done is come to me a month before.
00:03:16.400 --> 00:03:22.240
With talking points I could have taken into that room, then maybe we could have built a case.
00:03:22.479 --> 00:03:26.879
Here's how to make sure the next cycle is different in four steps.
00:03:27.919 --> 00:03:31.919
Step one, tell me what changed because of you.
00:03:32.159 --> 00:03:40.639
Most people describe what they did in their self-reviews, but the one thing every top performer can do is explain how their work moved the business.
00:03:40.879 --> 00:03:48.240
Instead of this, this year I worked cross-functionally and took on new responsibilities, contributing on Project Omega.
00:03:48.719 --> 00:03:56.400
I developed my analytical skills through data analysis and developed new AI capabilities with Claude CoWork.
00:03:57.199 --> 00:03:58.319
Write this.
00:03:59.120 --> 00:04:03.520
This year, I stepped up to lead the analysis work stream on Project Omega.
00:04:03.680 --> 00:04:10.319
By integrating co-work, I accelerated the generation of key insights, including brand new client segmentation.
00:04:10.639 --> 00:04:18.639
This was the driving force behind our personalization engine, which is expected to deliver 2x the ROI of our previous campaign.
00:04:19.199 --> 00:04:21.120
Now, I know what you're thinking.
00:04:21.279 --> 00:04:23.600
I didn't drive 2x ROI by myself.
00:04:23.759 --> 00:04:25.120
I can't write that.
00:04:25.600 --> 00:04:27.519
But read it again.
00:04:27.759 --> 00:04:30.399
We're not saying you drove 2x.
00:04:30.800 --> 00:04:36.160
We're saying your insights led to a strategy that is expected to drive 2x.
00:04:36.480 --> 00:04:39.439
Here's the truth about the Western workplace.
00:04:39.680 --> 00:04:41.839
Nobody achieves anything alone.
00:04:42.079 --> 00:04:51.680
The product manager who writes my product was successful knows the designer, the engineer, and the data scientist all deserve credit.
00:04:51.839 --> 00:04:53.519
The PM writes it anyway.
00:04:53.759 --> 00:04:54.800
Remember this.
00:04:55.120 --> 00:04:57.920
Because it's so, so, so important for your career.
00:04:58.079 --> 00:05:06.720
Every top performer has mastered the same art, taking credit for team achievements in a socially acceptable way.
00:05:07.040 --> 00:05:09.920
Step two, trade adjectives for evidence.
00:05:10.160 --> 00:05:18.480
Instead of this, I believe I demonstrated an exceptional level of communication skills through my leadership of team meetings.
00:05:19.040 --> 00:05:20.000
Write this.
00:05:20.639 --> 00:05:30.079
I led weekly cross-functional team meetings this year, establishing new rituals to improve alignment, including pre-meeting agenda shareouts in Slack.
00:05:30.399 --> 00:05:40.160
I consistently kept discussions focused and every meeting within its scheduled time, while creating greater accountability around action item follow-ups.
00:05:40.399 --> 00:05:47.120
Together, these changes helped make our meetings more focused, predictable, and action-oriented.
00:05:47.759 --> 00:05:50.879
Because exceptional is your opinion.
00:05:51.120 --> 00:05:55.120
And the more opinions I see, the more I question the whole document.
00:05:55.279 --> 00:06:00.800
But if you give me facts and numbers to point to, I'll naturally trust your review more.
00:06:01.519 --> 00:06:05.199
Step three, ask for feedback from all the right people.
00:06:06.240 --> 00:06:09.600
You requested peer feedback from Amy, Jim, and Matt.
00:06:09.920 --> 00:06:11.040
But not Karen.
00:06:11.360 --> 00:06:12.879
No, no, no, God forbid.
00:06:13.040 --> 00:06:16.800
Because you two didn't get along and you didn't think she'd say anything nice.
00:06:17.040 --> 00:06:18.000
I get it.
00:06:18.240 --> 00:06:21.360
You want the review as positive as possible.
00:06:21.680 --> 00:06:25.519
I do the same in mine, but I know who you work with.
00:06:25.759 --> 00:06:30.240
If Karen is the one person you leave out, that omission is a flag on its own.
00:06:30.560 --> 00:06:36.800
And next cycle, instead of letting you pick your reviewers, I'll start suggesting who you should ask.
00:06:37.040 --> 00:06:39.120
So do the damage control yourself.
00:06:39.279 --> 00:06:46.879
Go to Karen before the review and say, hey, I'm putting together my year-end review, and I'd really value your perspective.
00:06:47.199 --> 00:06:49.759
What's one thing you think I did well this year?
00:06:49.920 --> 00:06:53.120
And what's one thing I could have done better?
00:06:53.360 --> 00:06:55.600
Now you hear the criticism before I do.
00:06:55.759 --> 00:07:02.240
And when Karen's feedback lands on my desk, the story becomes she knows, and she's already working on it.
00:07:02.480 --> 00:07:06.000
Step four, negotiate what great looks like.
00:07:06.399 --> 00:07:14.959
Instead of this, I hope to further develop my executive communication skills to ensure my insights can lead to more informed decisions.
00:07:15.439 --> 00:07:16.480
Write this.
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Next year I want to strengthen my executive communication by moving from presenting analysis to influencing decisions.
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Specifically, I'd like to independently present recommendations to senior leadership at least once per quarter, clearly frame the business implications of my work, and proactively anticipate the questions and trade-offs they're likely to raise.
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To achieve this, your support would be appreciated in securing five to ten minutes for an insights share in our quarterly business reviews with the leadership team.
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Skimping on your areas of development section is one of the biggest missed opportunities I see.
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You only need to know two things to get a top rating.
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The development section is where you get both from me in writing.
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It is the one place in the review where you get to negotiate the standard you'll be judged against for the next cycle.
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Define what improve executive communication actually means.
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Then ask me for the support to make it happen.
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I don't expect you to do it alone.
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I just need you to tell me what you need from me.
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If there's one last thing I wish I could say as a manager, it would be this.
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Remember, I care about your career, just not as much as you do.
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So stop waiting for me to prove it and start making it easy for me to.
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They're talking about fantasy sports.
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Last year, 57 million people in the US and Canada alone played it.
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I'd say in the West, it is less a hobby and more a second job that pays nothing.
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Because many of my readers tell me it's basically not a thing in China.
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Here's your melon breakdown.
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Before the season, a group of friends or coworkers forms a league.
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Everyone drafts real athletes in professional sports onto their imaginary team.
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Each week, your players' real stats become your points.
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If you lose, you spend the week getting roasted in the group chat.
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Think Ma Jong Zuo energy, but it lasts five months, and the loser sometimes has to do a punishment in public.
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I have seen a grown man forced to shave his head.
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Personally, I've always been a fan.
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I've been playing since I was 14.
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Baseball, basketball, hockey, all of it.
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There's just something about the sports meets analytics piece that always captured my interest.
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October is peak season, football is a month in, so the Monday mood of the guy next to you is now decided by a 23-year-old in Kansas City.
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Fantasy basketball drafts are happening in the next two weeks before the NBA tips off for the 26-27 season on October 20th.
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If a coworker is staring at their phone on a Tuesday morning looking like they lost money, that might not be the case.
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They might have just lost by two points to someone in accounting, which is way worse.
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Here is how you can use this topic in small talk next week.
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Here's how you can bring this up naturally during small talk.
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With coworkers.
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Are you in a fantasy league?
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How's your team doing?
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Any tips for someone who might be considering trying it for the first time with your boss?
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Fantasy Sports is the only place I've seen people voluntarily do spreadsheets and research every week for free.
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I think it's the instant feedback.
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You make a call and by Monday you know if it was right.
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Do you play?
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I'm curious whether you're a numbers drafter or a gut drafter.
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Daity Up is written, produced, and hosted with love by me, Jonathan Lee.
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To learn more, check out my free weekly newsletter for communicating in the Western Workplace, read by over 2,000 Chinese professionals.
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Just search Daily Up Jonathan and you will find me.
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That's all for today.
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See you next Sunday with the Trisong Shao Hua Banan.
