The situation
In a stay conversation, a team member says they have never been told what the next classification requires, that visible projects go to the same two people, and that they are considering leaving.
Fictional worked example
Make the next conversation specific
These two fictional supervisor responses show the difference between general encouragement and a concrete development conversation.
Encouragement without a route
“Keep doing good work. Your time will come.” The response leaves the next role, access to visible work and the employee's question unexplained.
What can the colleague act on after this conversation?
A next step to agree
“Let's identify what the next role requires and what experience you already bring. We can discuss an openly offered project opportunity and take classification questions to HR.”
What support and follow-up will be agreed rather than promised?
Bring it into your work: Write one change to how visible work is offered and one question that needs HR or labor-relations guidance. Keep the person's interests part of the conversation.
What to notice first
- Advancement requirements are unwritten and therefore unequal.
- Visible work is assigned by habit.
- This is a pattern with an owner, not a personal failing.
Questions to ask before acting
- What does the next step actually require, and is it written anywhere?
- Who has had a stretch assignment in the last year, and how did that come to be?
- What can you change this month, and what needs HR or labor relations?
Practical next moves
Who to involve
Classification and pay questions go to HR and labor relations. Sponsorship and visible work are yours to change now.