What should you do if your supervisor isn’t supporting your journey towards a senior role?
I’m in my second year in public Accounting, specializing in Audit. I work at a top 25 firm, but unlike many others, we don’t move between different teams or engagements frequently—I’m stuck with the same director and supervisor, focusing solely on their projects.
Recently, due to circumstances beyond my control, I was assigned to an engagement that pushed me outside my usual scope. For the first time in nearly two years, I encountered a client with goodwill, stock options, and a very complex debt section. The learning opportunity was invaluable.
What sets this new team apart is their willingness to assign me complex tasks, include me in team meetings, and allow me to communicate with the client directly, rather than just through Suralink.
Today, I had a moment of realization when the supervisor on this engagement asked if I had ever sent accounts receivable confirmations. I had to admit that I hadn’t, and it struck me that this is typical staff/senior work that my supervisor doesn’t let me try. She takes care of these tasks herself, preventing me from gaining that experience.
I mentioned to the new supervisor that I’m eager to help out, and he agreed to send me a template, which I was grateful for—this engagement has provided me with exposure to senior-level responsibilities instead of just cash and expense work.
Given this situation, should I discuss my career development with my supervisor? If so, how can I approach the conversation without it sounding disrespectful?
One response
It sounds like you’re in a challenging situation, but you’ve identified an important opportunity for growth. Here are a few steps you can take to approach this conversation with your supervisor:
Self-Reflection: Before talking to your supervisor, reflect on what specific skills or experiences you’re seeking to develop in order to be set up for a senior role. This will help you articulate your needs clearly.
Request a Meeting: Ask your supervisor for a one-on-one meeting. This shows that you value their time and want to engage in a constructive conversation.
Express Gratitude: Start the conversation by thanking your supervisor for the opportunities you have had so far. Acknowledge their support and mentorship.
Share Your Experiences: Explain what you learned from the engagement with the other supervisor. Emphasize that working on complex sections has been beneficial and has increased your interest in taking on more responsibility.
Frame Your Ask: Make it clear that you’re eager to develop your skills and take on more senior-level tasks. You can say something like, “I really value the mentorship and support I get from you, and I want to make sure I’m growing in my role. Would it be possible for me to take on some of the tasks that you usually handle, like sending AR confirmations? I believe it would really help me prepare for a future senior position.”
Be Open to Feedback: Ask for their insights on your performance and areas where you can improve to get ready for the next step. This shows that you are not just focused on your own needs but are also willing to listen and learn.
Set Goals Together: If possible, work with your supervisor to establish some goals for your professional development and check-in points to assess your progress.
Remember, the key to this conversation is to be constructive, constructive, and open-minded. Your supervisor may not be aware of how you feel about your current role and the opportunities for growth, so this conversation can be a chance to align your career goals and expectations. Good luck!