I’ve been on my team for 3 years. My director promised me a manager spot this whole time. He was pushing me his work and I was doing everything. Well he took a health leave for alcoholism and is no longer the director. When his boss took over our team, I told him I was training to be a manager. He had no idea, no one knew. So the carrot was there but no one knew what was happening. Still not a manager, no pathway outlined for it, and I don’t know what else to do.

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This is why I don’t believe in the “your job is to make your boss look great” philosophy. I’d recommend you set yourself clear goals and make sure you’re getting to the milestones/rewards along the way vs. operating on hope for extended times. Since he left, make sure there actually is a promotion/manager spot available and if not, stop over investing and look for other opportunities.

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The goals should be mentioned in the yearly performance reviews as well as the steps needed. That’s how it happened for me. I don’t trust bosses who work in silo or a conversation only. When I pivoted out of healthcare. Everyone reminded me how I said my goal is to have a Boutigue. Now with the pandemic on top of the toxic boss who pushed me to leave. It was great knowing leadership remembered. Learning experience say it & write it and mention in yearly performance reviews. Along with the actionable steps needed. Etc

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This happened to me, I dedicated everything to a previous job for 4 years and my manager who promised a promotion was offered another job elsewhere and they took it, and only gave our team a few weeks notice. Bottom line, do what’s best for you, and use the experience you’ve gained from doing your boss’ work to get a different job elsewhere. It’s exhausting to repeat that cycle with whoever stepped in to be your boss after your manager leaves.

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