When Your Boss Doesn't Have Time for You - Why External Mentors Matter Even More

ICYMI, this Labor Day Weekend, the Wall Street Journal wrote a timely article titled "Your Boss Doesn't Have Time to Talk to You". Since it is behind a paywall, you may not have seen it, although I recommend a subscription to WSJ and they regularly run heavily discounted promotions for digital subscriptions.

Bottom line: In today’s leaner orgs, managers are often overwhelmed, leaving little time for individualized career support. Many employees feel unseen and unsupported and increasingly must advocate for themselves and take ownership of there growth

• There’s a sweeping trend in corporate America toward “delayering”—companies are cutting layers of middle management to be leaner and more agile.

• Manager-to-employee ratios have increased dramatically: from around 1:5 in 2017 to about 1:15 by 2023, meaning surviving managers juggle far larger teams.

• Teams at major firms—Google, Amazon, Intel, Estée Lauder, Bank of America, and others—reflect this shift, with fewer managers overseeing more employees.

• Some managers maintain clear boundaries and structured communication, but lack the bandwidth for personal mentoring.

  These structural changes leave many employees feeling disengaged, as fewer than half of employees today even know what’s expected of them—down from 56% in 2020.

• Some organizations recognize “over-delayering” might backfire and are experimenting with recalibrating team sizes. Others embrace even flatter structures, betting independence fosters innovation.

What Can You Do and Why a Career Coaches and Mentors Are More Vital Than Ever...

A. Managers Are Stretched Thin—Your Growth Can’t Wait

• With managers overseeing larger spans of control, mentoring often falls by the wayside. Relying solely on your boss for career development now poses a risk of stagnation.

• Busy managers rarely provide proactive feedback; instead, employees must seek support from elsewhere  .

B. Objectivity, Perspective & Tailored Guidance

• External mentors—industry insiders, peer coaches, or professionals outside your immediate workplace—offer fresh perspectives untied to internal politics or constraints.

• They can help you identify blind spots, refine your strengths, and challenge you to grow in ways your boss simply doesn’t have the time or bandwidth to do.

C. Signal Proactivity & Enhance Your Visibility

• Scheduling meetings with external mentors demonstrates initiative, self-awareness, and a strong growth mindset.

• It also supplements the sparse feedback you might get internally and can help you articulate your career goals more clearly.

D. Emotional Support & Validation

• Many workers today report feeling ignored or sidelined. A mentor outside your direct chain of command offers a safe space for validation, encouragement, and constructive feedback.

  
  

E. Diversify Your Support Network

• Relying solely on a manager—even a good one—is limiting. Having multiple mentors—from different departments, levels, or fields—increases your access to diverse advice, sponsorship, and resources.

• Indeed recommends seeking someone “in your workplace or another professional in your field” who has the time to guide you  .

F. Build Resilience Amid Organizational Flux

• As companies continue to restructure, ensuring organizational trust and mentor availability may become even more precarious.

• An external mentor acts as a career anchor—providing continuity, advice, and encouragement regardless of internal upheaval.

Find time, at least weekly, to do things that will help enhance your career. Don't wait for managerial bandwidth to align with your needs. Seek out mentors, own your growth, and build the support system your career deserves.