Olga Nassonova
Performing well without a defined career path often leads to a drop in motivation, self-doubt, and the feeling of moving without a clear direction. Waiting for managers or organizations to map out your growth rarely works; clarity begins by defining what growth means to you first. Take ownership of your career trajectory by identifying your 2–3 year goals, preparing specific growth proposals, and bringing a collaborative plan to your manager. Whether you need 1-on-1 coaching to navigate workplace uncertainty or are an HR leader building a culture of psychological safety, Siffi provides access to expert professional support.
“Would you tell me, please, which way I ought to go from here?”
“That depends a good deal on where you want to get to,” said the Cat.
- Lewis Carroll, Alice’s Adventures in Wonderland
I often hear a similar story: someone works hard, handles complex tasks, takes on responsibility, keeps on learning, and yet they have no clear idea of what comes next.
Not because they lack ambition. And not because they don’t want to grow. There is simply no clear path for professional development.
Their manager is happy with their work. The tasks become more complex, and the level of responsibility continues to grow. But no one explains what opportunities might be available in a year or two. What do they need to do to move to the next level? Which skills should they develop? Is there actually an opportunity to grow within the company?
For some time, this may not feel like a problem. Especially if the work itself is interesting, the team is good, and the working conditions are comfortable. But gradually, a feeling of moving without knowing the direction may appear.
And this is no longer just a career question. When people don’t see a connection between their efforts and their future for a long time, their motivation may begin to decrease. What once felt like an interesting professional challenge can start to feel like just another task.
Doubts may appear too: “Maybe I’m not good enough? Is it really worth trying so hard?”
This can be especially difficult for professionals who are used to doing their job well. They continue taking on new tasks, learning, helping colleagues, and accepting more responsibility, hoping that the next step will naturally follow from their good work.
If you find yourself in this situation, it may be useful to ask yourself a few questions:
After that, it makes sense to talk to your manager. This kind of conversation can give you something very important: clarity.
Sometimes you discover that there really is an opportunity to grow. Sometimes you learn that you need specific skills or experience to take the next step. And sometimes it becomes clear that the company simply cannot offer you further growth. And that is important information too.
Maybe the absence of a clear career path is a reason to stop waiting for someone else to decide what your professional future should look like. And then your next step may begin with a question to yourself: “Where do I want to grow from here?”
Once the answer becomes clearer, the conversation with your manager can become much more specific. Instead of simply asking, “What opportunities do I have here?”, you can come to the meeting with your own idea of where you would like to go.
For example: “I see myself moving towards this kind of role, and I believe I can get there. I would like to understand what skills and experience I still need to develop. Could we discuss the specific steps and make a plan for how I can move towards this position?”
This changes your position in the conversation. You are no longer waiting for someone else to define your professional future. You define the direction yourself and invite your manager to work with you to turn it into a realistic plan.
Start by identifying what growth means to you, whether it’s a title change, higher income, broader leadership, or new technical skills. Draft a brief outline of where you see yourself adding value in 2–3 years, the skills you want to develop, and a few proposed steps to bridge the gap before setting up the meeting.
If your manager cannot provide clarity, ask if there are specific timelines, budget constraints, or organizational factors involved. You can also ask to schedule a follow-up discussion in a few months. If the vagueness persists, it may indicate that growth opportunities within the current structure are limited.
It may be time to look elsewhere if you have communicated your goals clearly, offered concrete plans, and consistently received no pathway, support, or timeline for advancement. Realizing a company cannot support your career direction gives you the clarity needed to explore outside options.
While managers are responsible for providing feedback, support, and context on company needs, you are the primary driver of your career direction. Waiting for an employer to define your goals often leads to stagnation; taking ownership ensures your career aligns with your personal values and long-term targets.
About the author
Consulting Psychologist at Siffi
Olga is a consulting psychologist with 20 years of professional experience in counselling psychology. She supports her patients with managing stress, strengthening resilience, and navigating interpersonal challenges in the workplace to help create sustainable cultures of trust, psychological safety, and engagement.
Psychology Content Writer at Siffi
Morgane crafts compassionate, engaging content that makes mental health conversations more human and accessible. At Siffi, she combines storytelling with strategy to foster a culture of care and connection in the workplace.
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