"DEAR HARRIETTE: I recently started a new job, and I feel as if my leaders don't care about my development. I ask my manager in our one-on-one meetings if there are specific things that I can work on to become more proficient at the job. She always says that I am doing well and that there's nothing in particular that I need to work on. On the surface, that sounds reassuring, but I have a feeling that it's not the full truth."
"DEAR UNSTABLE FOOTING: Look around at your company or in your industry. You need a mentor, someone in whom you can confide about what's happening and gain insight into a strategy for moving forward. Continue to check in with your boss regularly, asking for tips on improving your skills or handling particular tasks, but trust your gut and seek out additional support."
"Whenever I share a conflict, dilemma or even something I'm skilled at with a particular friend of mine, I've noticed that she responds by overexplaining it back to me often as if I don't fully understand my own situation or abilities. For example, if I talk through a personal issue, she'll reframe it in basic terms, offer unsolicited lessons or explain my own feelings and motivations to me as though she's just discovered them."
A new employee feels managers do not prioritize development because one-on-one meetings yield vague praise while small corrections and hesitant cues go unspoken. The employee worries about appearing insecure yet wants concrete, constructive feedback to grow and add value instead of plateauing. The advice recommends finding a mentor within the company or industry to confide in and gain strategic guidance. The employee should keep checking in with the manager, ask for specific tips on skills and tasks, trust their instincts, and seek additional support when formal feedback feels incomplete.
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