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This article outlines four clear indicators that your manager has disengaged—lack of specific feedback, being passed over for new projects, disappearing 1:1s, and postponed career talks. It then offers direct steps to re-engage them by asking for expectations and presenting a concrete growth plan.
- Vague, minimal feedback ("looks good") and being excluded from decisions signals disengagement, not trust-based autonomy
- Consistently getting routine/low-visibility tasks while the same colleagues get high-profile projects is a red flag if it repeats over months
- Shrinking or disappearing 1:1s mean you've lost your advocate and are out of the loop
- Career conversations that keep getting deferred to "next quarter" with vague advice mean the manager hasn't invested real thought in your growth