> This is an incredibly common part of the role(s), so my guess is that you have been unlucky in this.
I could be very unlucky, sure, but I've worked at my fair share of places and it's always been the same. Management is there to keep the cats herded and HR is there to make sure nobody fucks with the money. All that matters is that I do my job and that the employer can use the manager to push more work on me under the guise of setting myself up for a promotion or raise that will never, ever come - it never has.
> all the strong managers I've ever know or worked with pay attention this this, and vast majority of companies (again in my experience) made it an explicit part of their role.
All enhancing an employee's career does is ensure that they have leverage to negotiate higher salaries or leaving the company. No company wants this.
> I'd go so far as to say as a people manager (as opposed to a project manager, say) you cannot do a great job without considering things like career progression, because if you don't, you don't understand your team well enough to be really effective.
Sure, you know where strengths and weaknesses are but that doesn't mean you devote company resources to making the employee better suited for leaving the company. You can do things like growth but you're going to come around and put penalties and fees to prevent the employee from leaving voluntarily.
I have never seen any manager or business treat an employee's career as anything but an inconvenience at best nor have I heard of any of my coworkers or friends or family having experienced anything like this. I can only assume that it doesn't exist or that it is so rare that it may as well not exist.
> All enhancing an employee's career does is ensure that they have leverage to negotiate higher salaries or leaving the company. No company wants this.
Explicitly, no. Growing talent inside is far less risky than hiring from the outside. Sometimes that means someone will leave, yes - but if the relationship is good they will do it at the right time when they are ready, not when they are miserable. This is win win. Long term net positives here are hard to understate.
> I can only assume that it doesn't exist or that it is so rare that it may as well not exist.
Well I can equally attest your assumption is false. But this is probably just a demonstration that path dependence is a real thing.
All I can say is you have a very negative view of the whole situation, which doesn't match my experience at all, or that of many people I know.
Every org has different cultures and leadership culture within it.
A power culture has zero trust and is high blame.
Bureaucratic is process oriented.
Generative experiments, tests, learns from failure.
The organization you have never experienced is generative. And coupled with transformational leadership it’s a pleasant environment to work in as either a manager or IC. These orgs do exist and are not rare either.
I could be very unlucky, sure, but I've worked at my fair share of places and it's always been the same. Management is there to keep the cats herded and HR is there to make sure nobody fucks with the money. All that matters is that I do my job and that the employer can use the manager to push more work on me under the guise of setting myself up for a promotion or raise that will never, ever come - it never has.
> all the strong managers I've ever know or worked with pay attention this this, and vast majority of companies (again in my experience) made it an explicit part of their role.
All enhancing an employee's career does is ensure that they have leverage to negotiate higher salaries or leaving the company. No company wants this.
> I'd go so far as to say as a people manager (as opposed to a project manager, say) you cannot do a great job without considering things like career progression, because if you don't, you don't understand your team well enough to be really effective.
Sure, you know where strengths and weaknesses are but that doesn't mean you devote company resources to making the employee better suited for leaving the company. You can do things like growth but you're going to come around and put penalties and fees to prevent the employee from leaving voluntarily.
I have never seen any manager or business treat an employee's career as anything but an inconvenience at best nor have I heard of any of my coworkers or friends or family having experienced anything like this. I can only assume that it doesn't exist or that it is so rare that it may as well not exist.