Imagine this: your manager has been talking to you for months about a major project for which you would be the ideal person, or about a salary increase that’s “in the works”. You believe it, you’re fully invested, you put in extra time and effort… but still, nothing. You get just enough encouragement to keep you going, but it never seems to be enough to make it happen.

In this kind of case, you’re a victim of the workplace version of “breadcrumbing” – a practice that refers to the little “crumbs” thrown here and there to keep up someone’s hopes.

In the context of relationships, these are often small signs such as sporadic text messages or “likes” on social networks, sent to keep someone interested, without ever committing. In the world of work, breadcrumbing translates into vague promises, spurious progress and phantom projects. They lure you in with positive discourse but, in the end, you’re going round in circles.

It’s not always a conscious form of manipulation: sometimes managers simply have nothing concrete to offer, and prefer to keep things vague rather than risk losing an employee.

Other times, it’s more calculated. According to a survey by Resume Builder, 62% of managers admit to posting fake job offers – “ghost jobs” – to put pressure on employees. The idea is to show anyone who’s “quiet quitting” that they are easily replaceable.

And sometimes, the hope is that the employee, tired of receiving only crumbs, will end up resigning of their own accord.

In other words, breadcrumbing turns hope into an actual management tool. But how do you know if you’ve fallen into the trap of this strategy? The signs are often subtle, such as a “great job!” only being said when you talk about taking a break; feedback that you end up waiting for all year; or career promises that evaporate.

Another telling symptom is when you’re entrusted with projects that are neither really strategic nor totally insignificant – just flattering enough to keep you busy, never enough to let you realise your full potential.

To break out of this vicious circle, it’s best to take action. Ask for a meeting with your line manager to discuss your ambitions and training needs. Politely ask for deadlines, objectives and commitments. And don’t hesitate to remind them of your successes: they are your best bargaining chip in the company.

Also bear in mind that a manager who “breadcrumbs” is not always acting maliciously. They may simply lack training, resources or confidence. But without frank dialogue, vague promises can quickly become a trap.

So, the next time you notice a discrepancy between words and actions, take a step back. Analyse the facts, ask the right questions, and make an informed decision as to whether your work environment still allows you to grow, or whether it’s time to consider other opportunities.