I sat down with my manager to discuss my career growth.

They didn’t disappoint.

By the end of the meeting, I had inherited two new projects, another committee, and became the “go-to person” for everyone else’s problems.

Apparently, we had very different definitions of growth. 😂

Somewhere along the way, many organizations started confusing employee development with employee capacity.

Your best performers become victims of their own success.

Need something done?

“Give it to Sarah.”

Who can handle another project?

“Ask Mike.”

Who can fix this before Friday?

“Imad will figure it out.”

Before long, your highest performers aren’t being rewarded…

They’re being relied upon.

There’s a difference.

Increasing someone’s workload isn’t the same as increasing their career.

Real growth means:
✅ Learning new skills.
✅ Expanding decision-making authority.
✅ Receiving coaching and mentorship.
✅ Creating opportunities for advancement.
✅ Being recognized and compensated for increased value.

Giving someone 40% more work with the same title and salary isn’t development.

It’s just a heavier backpack.

Great managers don’t ask,
“Who can carry the most?”

They ask,
“Who can I help become even better?”

Because organizations don’t grow by squeezing more out of people.

They grow by investing more into them.

Have you ever gone into a meeting expecting a promotion… and left with another project instead?

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