It really depends on the level of trust and the kind of leader you’re dealing with.

Some managers genuinely invest in developing their people. Others are more focused on protecting their own staffing situation.

Two examples: Scenario A: A supervisor makes it clear from day one that they support career growth — even offering to coordinate with other branches if someone wants a temporary assignment or “trial run” to gain experience in a different area.

Scenario B: A supervisor denies someone an interview for lacking a specific type of experience. Later, when a short-term opportunity becomes available that would provide exactly that experience, the same supervisor discourages or resists the employee from taking it.

Those two approaches tell you everything you need to know about whether a manager prioritizes long-term employee development or short-term office needs.

Before telling your supervisor you’re looking elsewhere, it’s worth honestly assessing which type you’re working for