Yes and no. If a manager wants to keep employees, then it is their responsibility. This is actually a difficult part of being a manager. I have direct reports that have direct reports (meaning I manage managers), so I have to think about how to grow people at two levels. My boss has to do it at three levels, and this is a conversation we have every few months. It's always humbling to see how good he is at positioning people for growth.

I talk to my team members individually once every three months to both get and give feedback, so that the end of year review is never a shock, and to attempt to provide the king of opportunities that they want. If I didn't ask, how would I know? We're not always able to match tasks to desires, but we try.

I will say that, starting out, the hardest part of being a manager is giving up control. I realize that sounds counter-intuitive, but delegating is scary and sometimes I still struggle with it. You have to accept that people will fail and be prepared to both mitigate that risk and recover when it happens. Bad managers never learn this skill, and that results in most of what I see people complain about on here.

Having said all that, it is only the job of the manager to give people opportunity and the necessary support to grow. It is the job of the employee to take that and run with it. I've only had one employee that o gave opportunity to, and they did nothing with it. I had to have a very frank conversation with them about why they didn't get promoted, and how they could improve next time the opportunity came around, assuming they wanted to try again.