Your Manager doesn't know your ambitions - How to Let Them Know

Recently I talked to a Team Lead. Let's call him Marc. He is frustrated and annoyed about two things.

1. His team sees him as their personal career coach. It is like the Leader offers a service and he is responsible for their success.
2. The second thing is that they don't talk to him about raises or promotions. Once in a year in the performance review they demand either of the two.

Don't get me wrong - Marc is a true leader and wants to help his team. He wants to develop and recommend emerging leaders etc. Even a raise is not a problem. But:

People miss to talk to their manager about their plans. It is about making your manager your first fan. Let them be your supporter and push you.

Let's dive into how to prepare your manager for a raise, promotion, etc.

Set up a 1:1 beyond performance reviews

First things first: set up a recurring one-on-one meeting with your manager. Avoid making it purely a status report. Instead, treat it like a conversation. Share highlights from your projects, discuss challenges you’re facing, and explore interesting ideas or industry trends you’ve come across. This keeps your relationship dynamic, rather than transactional.

Here are some ways to give updates without making it feel like you’re ticking off tasks on a checklist:

• “I had an insight about our process this week…”
  Follow up with what you learned, how it impacted your work, and how it could improve the team’s workflow.
• “I tried a new approach to problem X…”
  Highlight why you took that approach, what the results were, and how it might help the broader project.
• "I read about this new technology ..."
  Shows that you are interested in topics beyond work. You position yourself as thought leader.

These updates establish a habit of meaningful conversation. They also help your manager see how you think, which builds trust and lays the groundwork for bigger career discussions.

How to start and introduce your career growth

Shifting the conversation to your career goals can feel intimidating. However, a simple, clear approach can help:

“Hi Marc, I’d like to talk about my career.”
(Openly state your intention. Yes, say it - communication. )

Marc:"OK."

“Look, I want to become a leader.”
(Awareness - Acknowledge your aspiration. By saying this, you’re accepting the new direction you want your career to take.)

Marc:"I'm happy to hear that you are ready for the next step."

“I’d love to hear your view and advice on how I can grow into a leadership role.”
(Request feedback: This invites your manager to give input and share observations.)

Marc:"Sure, my view is..."

“Based on my self-assessment, I think these three areas— 1)..., 2)..., and 3)...—are where I need the most growth. I’d appreciate your feedback.”
(Demonstrate ownership: When you come prepared with your own ideas, you show that you’re proactive and have given your goals serious thought.)

Such an outline shines on every aspect and keeps you in control. This what Leadership looks a like.

Build a joint plan

Once you’ve voiced your ambitions, it’s time to create a plan together. Your manager can offer insights into what the organization values. This can be which skills you might need to strengthen, or suggest projects and mentorships that align with your goals. Here’s a simple outline:

1. Identify Key Milestones 
   Work with your manager to pinpoint specific goals or checkpoints. Maybe you’ll lead a small project, mentor a junior colleague, or attend a specialized workshop. Each milestone should be measurable and tied to the larger vision of your desired role.
2. Agree on a Timeline 
   Growth doesn’t happen overnight. Determine realistic timeframes for hitting each milestone. This creates accountability and ensures you and your manager can track progress together.
3. Assign Responsibilities 
   Don’t assume your manager does everything. Make sure you own tasks like:
   • Researching training programs
   • Scheduling shadowing opportunities with other leaders
   • Seeking out cross-functional projects Meanwhile, your manager might:
   • Introduce you to a mentor or senior colleague
   • Provide direct feedback on leadership challenges you face
   • Advocate for you in leadership discussions
4. Set Regular Check-Ins
   Have short follow-up chats or check-ins specifically dedicated to your progress. This keeps your career plan top of mind and ensures continuous alignment.

By creating a roadmap with your manager, you ensure both of you are aligned on how to move forward.

What to do if the manager doesn't support you

Even a great manager might sometimes be unable—or unwilling—to offer the support you need. They may have limited bandwidth, conflicting priorities, or a leadership style that doesn’t match yours. If you feel unsupported, here are steps you can take:

1. Clarify the Obstacle 
   The lack of support can have different reasons like budget constraints, organizational structures, or personal differences. Understanding the root issue helps you figure out the most constructive next step.
2. Seek Additional Allies 
   Look for mentors or sponsors outside your immediate team. This could be a senior leader in another department or someone in HR who can guide you. Having multiple advocates can open doors that your direct manager might not be able to.
3. Reassess Your Approach 
   Sometimes, managers fail to support because they don’t see the value you bring. If that’s the case, reframe your conversations around impact on the team or organization. Demonstrate how your growth directly benefits the business. This pivot can win them over.
4. Consider Alternative Paths 
   If you’ve done everything possible—communicated openly, sought feedback, and shown results—and still find no support, it may be time to explore other teams or opportunities. It’s a tough decision, but staying in an environment that consistently blocks your growth is rarely beneficial.

Remember, you own your career. Yes, supportive managers can accelerate your growth. And unsupportive one doesn’t have to stop you. You can still move forward with consistent effort, open communication, and a proactive mindset,

Wrap Up

Remember, your career is your story. Talk to your manager early and often about your ambitions. Don’t make them guess what you want.

Set up regular one-on-ones, share updates, and create a plan together so you make your manager your first fan and biggest advocate. If that’s not possible, seek other avenues for growth.

In the end, you are the author of your career journey, so be ready to write the next chapter.