Some managers avoid career conversations altogether. Others wait until the annual review or the next restructure.
But if you want your team to feel engaged, supported and motivated … you’ve got to talk about their future more than once a year.
At Elev-8, we work with organisations who want to keep great people and grow internal talent. One thing we hear consistently from employees is this:
“I want to know my manager cares about where I’m heading – not just what I’m delivering.”
Career conversations don’t need to be complicated. But they do need to be regular, personal, and driven by curiosity.
Why this matters
According to research by McKinsey, lack of career development is one of the top reasons people leave their jobs.
And it’s not just about promotions or pay. It’s about having a sense of direction – knowing that someone is in your corner, cheering you on.
Managers are the first line of defence when it comes to retention. If you don’t create space for development conversations, your best people might look elsewhere.
Done well, career conversations:
- Show your team that you value their growth
- Help you spot flight risks early
- Build trust, loyalty, and longer-term commitment
They don’t need to come with promises. But they do need to come with presence.
A quick pulse-check
- When was the last time you asked someone what they want long-term?
- Do your 1:1s focus purely on performance, or do they include aspiration?
- Are you clear on the strengths, skills and stretch areas of each team member?
If not, no shame. But this might be your nudge to shift gears.
Try this with your team: Be more Dolphin
Dolphins pop up little and often. Whales, on the other hand, tend to dive deep and only surface occasionally.
Career conversations should be Dolphin-like: visible, consistent, and woven into the everyday.
Sure, a Whale-style deep dive has its place, but it shouldn’t be the only time you talk about someone’s future.
Try this:
- Set a simple prompt at the top of your monthly 1:1s: “What’s one thing you’d love to explore, develop or grow in the next 3–6 months?”
- Keep a shared log of aspirations, skills to develop, and future goals – revisit it regularly
- Don’t wait for HR or formal reviews. Make development a habit, not a headline
The message this sends? I see you. I’m invested in you. Let’s shape what’s next – together.
Final thought – Growth needs airtime
You can’t grow talent you’re not talking to.
Regular career conversations help managers move beyond transactional management.
They spark ambition, build momentum, and create clarity for individuals and the team.
And you don’t need all the answers. You just need to start the conversation.
Want to go deeper?
Career Conversations for Managers is one of 30+ proven, practical sessions in our Ready to Go suite of management development topics.
Built to help your managers lead with clarity, confidence and care.
