The underlying problem for you and mbrock is that managers are rarely rewarded for doing these things.<p>Mbrock is essentially asking for a one on one that isn&#x27;t filled with Status Updates and platitudes. One that fosters genuine conversation and values their input.<p>You&#x27;re talking about real growth and whether it&#x27;s a specific title or new skills, that&#x27;s also a huge motivator.<p>Unfortunately, in most companies, managers are not rewarded for doing either of those things, nor punished for failing to do them.<p>The only company I know that even measures it is Google, who uses something called the &quot;Upward Feedback Survey&quot; to gauge it and found correlation between scores on the survey and quality of managers (team output, turnover, etc). More on the survey and some of the research behind it here: <a href="https:&#x2F;&#x2F;getlighthouse.com&#x2F;blog&#x2F;google-management&#x2F;" rel="nofollow">https:&#x2F;&#x2F;getlighthouse.com&#x2F;blog&#x2F;google-management&#x2F;</a>