# Google Project Oxygen: Help the team with career development in real 1:1s

**Help the team with career development** means making growth a recurring management job, not an annual form.
          Project Oxygen calls this out because people stay where they can see a path.
          Block real 1:1 time for skills, scope, and evidence, not only sprint status.
        

        
## Scenario: senior wants staff, you only talk tickets

        

          Priya asks what it takes to reach staff. You say "keep doing great work" and move to the backlog.
          She hears: there is no path here. Recruiters will sound clearer than you.
        

        

          Career help is concrete: level expectations, gaps, projects that create evidence, and honest timelines.
          You may not control promo slots. You do control clarity and sponsorship effort.
        

        
## Career 1:1 structure

        

          - Goal: role, scope, or skill in 6 to 12 months.

          - Evidence needed at the next level.

          - Two work opportunities that can produce that evidence.

          - Skills to practice with feedback.

          - What you will do as sponsor this month.

        

        
## How iSilta helps

        

          **Growth Insights** helps organize readiness, gaps, and next focus for growth conversations.
          Pair that with role expectations so talks are about evidence, not vibes.
          iSilta is not a performance review or ratings tool. It supports the conversation and follow-through.
        

        
## Manager map

        
| Ask | Weak answer | Useful answer |
| --- | --- | --- |
| How do I level up? | Keep working hard | Here is the evidence bar and a project |
| Am I on track? | I think so | Here is what I see for and against |
| Can you promote me? | Maybe next cycle | Here is the process, risks, and my actions |

        
## Bottom line

        

          Career development is Oxygen behavior six because ambition ignored becomes attrition.
          Schedule it. Write the plan. Sponsor in rooms they cannot enter.
          Hub:
          [10 manager behaviors](https://isilta.com/blog/google-project-oxygen-10-manager-behaviors/).

## Frequently asked questions

### What if there is no promo budget?

Be honest early. Still grow skills and scope where possible, or help them find a path elsewhere without bitterness.

### How often should career talks happen?

A meaningful career thread monthly, with lighter check-ins in regular 1:1s. Do not wait for review season.

### What if they want a path I cannot offer?

Name the mismatch. Explore adjacent roles, or support an internal move. Blocking without honesty is worse.

### Does career help mean everyone becomes a manager?

No. Strong IC paths matter. Help them choose the track that fits their strengths.

Related: [Google Project Oxygen: 10 manager behaviors](https://isilta.com/blog/google-project-oxygen-10-manager-behaviors/), [be a good coach](https://isilta.com/blog/google-project-oxygen-be-a-good-coach/), [what stops managers from promoting someone](https://isilta.com/blog/what-stops-managers-from-promoting-someone/).