Managers should know who their employees want to be, not just the job they want. Managers should be comfortable discussing development outside of just organizational and team constructs. Growth should be defined in terms of the employee as a human, not just a worker – this allows the manager to tap into their motivations and discover what drives them. Maybe they’re passionate about personal finance, disciplined when it comes to health and fitness, or generous when it comes to lending their talents. By framing development conversations in terms outside of just compensation or job status, managers can help their employees grow as people and set them up for future success.