In many organizations, employees have superiors who are highly skilled and knowledgeable. They can learn from them everything about the job and technical skills. But sometimes there’s something missing – those essential elements that make all the difference in employee growth: feedback, encouragement and support.
Without these elements, employees can feel stuck.
So what to do when your superior can teach you the operational aspects of the job but doesn’t provide other support or feedback you need to truly grow? Here are some strategies:
- Invest in your own development – One of the most empowering actions you can take is to take charge of your own growth. You don’t need to wait for someone with a roadmap for your personal development. Take the initiative to identify areas where you want to grow.
- Seek external feedback and mentorship – If you’re not receiving the feedback you need from your direct superior, look outside your circle. Engage with other leaders in your organization or external coaches and mentors. Coaching and mentoring sessions offer perspectives that help you tackle challenges and grow beyond your current skill set. As a somatic and leadership coach, I’ve had many clients who came precisely because they had that awareness. They found ways to reflect on their experiences, gain fresh insights and develop new strategies.
- Foster self-awareness – Self-reflection is a critical tool for personal and professional growth. Instead of relying only on external feedback, regularly check in with yourself. Ask yourself questions like:
- What are my current strengths?
- What can be better?
- How have I contributed to recent successes or obstacles?
- What habits or behaviors do I want to change?
- Build a support network – Surround yourself with colleagues and friends who can offer you guidance, feedback and support. By building a community of trusted people who are invested in your growth, you can create a more holistic support system.
- Manage expectations – Sometimes, the lack of feedback or support from a superior isn’t personal. It may simply be that the manager is too focused on operational tasks or isn’t skilled in providing developmental support. In these situations, it’s important to manage your expectations and set boundaries around your own needs. So, communicate your needs openly and constructively. For example, you could request a regular feedback session or ask for specific areas of guidance.
