How to Grow Your Career When Your Manager’s Not Investing in You

You’re showing up, taking on responsibility and keen to progress. But your manager?
They’re not offering feedback, there’s no development plan in sight and you’re starting to feel like you’re on your own.

It’s frustrating and unfortunately, it’s more common than you think.

Whether your manager is overstretched, disengaged, or simply not great at leadership, a lack of support doesn’t mean your career has to stall. You can still grow, but you’ll need to be more proactive about it.

Here’s how to take charge when no one else is doing it for you.

Ask for Feedback – Even If It’s Not Offered

Not getting feedback doesn’t always mean you’re doing badly, but it also means you don’t know what to improve. If your manager isn’t forthcoming, start asking for it directly.

Try:

• “Is there anything you think I could be doing better?”
• “What would I need to demonstrate to be considered for the next level?”
• “What did you think worked well on that project and what could I tweak next time?”

Keep it specific and action-oriented. Even small insights can help you grow.

Create Your Own Development Plan

If no one’s setting goals for you, set your own. Think about:

• What skills would make you more valuable?
• What experience do you want in the next 6–12 months?
• What types of projects, clients, or responsibilities are missing from your current role?

Then look for ways to bridge the gap, whether it’s online courses, internal shadowing, or asking to be involved in a different type of project.

Find Mentors Elsewhere

Your line manager doesn’t have to be your only source of support. Think about others in your network:

• A former colleague or uni tutor
• A senior peer you get on well with
• Someone you admire on LinkedIn who might be open to a chat

Mentorship can be as simple as a coffee once a quarter or a phone call when you’re stuck. You don’t need a formal programme to benefit from someone else’s experience.

Track Your Own Wins

When nobody’s documenting your progress, do it yourself.

Keep a running list of:

• Projects you’ve led or supported
• Challenges you’ve solved
• Positive feedback from colleagues or clients
• New skills or tools you’ve picked up

This builds your confidence and gives you concrete evidence for future applications, salary discussions, or appraisals.

Explore Other Opportunities — Without Guilt

If you’ve raised your development needs and nothing has changed, it may be time to start looking elsewhere. You don’t owe anyone your future if they’re not investing in it. Progression doesn’t always mean leaving a company, but sometimes, it’s the only way to keep growing. And that’s not disloyal, it’s self-aware.

We all want supportive managers, but when that’s missing, you still have options. The most successful professionals take ownership of their own development, build external networks and know when to move on.

Ready to take control of your career?

At Hunter Dunning, we work with practices that actively support career progression through mentoring, CPD, and clear development pathways. If your current role isn’t giving you what you need, we’d be happy to help you find one that does.

Start by browsing our latest roles or reach out for a confidential chat with one of our consultants.

Contact us here