The truth about overlooking conversations about personal growth

Most workplace dramas start the same way.

Someone joins wanting to do work that actually means something. They have the energy and they're ready. And when they ask where this is all heading - their development, their future - they hear:

"Let's pick this up after the busy period."

Except the busy period doesn't end.

So, they go to find somewhere that takes that conversation seriously.

This isn't a character flaw - it's a mismatch. And the numbers back that up:

 => 86% of Gen Z say they want coaching or mentoring from their manager.

 => Only 13% of managers say they regularly make time for it.

When organisations measure and reward delivery, growth conversations get bumped. This is how priorities work when time is short and output is visible.

The result is a generation that came into work during genuine financial and professional uncertainty, handed independence before the support structures existed, and then described as difficult when they ask for more.

Are we training managers to lead the people actually in front of them?

Because retention probably isn't a perks problem.

~~~~~This post was written by Maryna Harrison. You can follow her here: https://www.linkedin.com/in/maryna-harrison/ ~~~~~