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[quote=Anonymous][quote=Anonymous][quote=Anonymous]I care about my team members goals, in that I don’t want to hold on to unhappy employees - they whine and complain to everyone and in general, it can become a morale and work quality problem. That said, I in no way take responsibility for someone’s career trajectory. I will happily be a reference when they’re ready for their next position, or will discuss strategy for finding a new job, etc but I’m not necessarily trying to create a job that doesn’t exist because they decided that’s what they want to do next. I have generally found that many employees lack self-awareness and want jobs even though they don’t align with their actual skills. And when I point that out to them they get defensive. So, there’s that. [/quote]

Terrible manager. OP, there are leaders with the “skills” to mentor and provided leadership. The above poster is what you call someone who knows how the work is done but unable to successfully mentor and lead their employees to become successful. [/quote]

Not who you originally quoted but I agree with what that person said. You have to be realistic about what your current bosses can provide at the current company. If there’s no chance to move up or perform projects that an employee wants to work on due to business needs, sometimes it’s best for them to find a new role while the current company finds another employee who sees the original role as their goal.

I will always be more happy that my coworkers found new roles suiting their career goals than I will be upset to cover their work temporarily while hiring someone new.  [/quote]

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