Career Ladder vs. Lattice: Understanding the Difference 2025

Career Ladder vs. Career Lattice: Rethinking Career Growth in the Modern Workforce

Employees are taught to climb the corporate ladder—a straightforward path where promotions are the only way forward. The career ladder meaning was clear: put in the time, gain experience, and move up. But today’s evolving job structures have made this traditional path less relevant. Instead, a career lattice framework is emerging as a more flexible, skill-based approach to career development. So, when we compare a career lattice vs. a ladder, what does it mean for HR professionals, and how can organizations successfully adopt a lattice approach?

What is a career lattice?

A career lattice is a flexible career development model that allows employees to grow in varying directions—upward, laterally, and downward to reskill or gain new experiences. Unlike a career ladder, which follows a vertical hierarchy, a career lattice focuses on skill-building, cross-functional moves, and personal growth.

The career ladder has long dominated discussions among HR teams. It’s a simple idea: employees climb rung by rung, gaining promotions and advancing through higher levels of responsibility within their organization. While effective for specific career trajectories, the career ladder often falls short in corporate America. Here is a better strategy: the career lattice—a flexible, adaptive model that reflects the realities of modern workforce development needs.

Let’s explore the career lattice as a preferred development strategy in organizations and how it benefits employees and employers.

Career lattice example

Imagine an employee who starts as a software developer. In a career ladder model, they would follow a structured path to senior developer, team lead, and engineering manager. In the career lattice model, however, the employee would transition laterally into UX design or product management. This approach encourages employees to explore careers based on critical skills or personal aspirations. It seeks to better align their career path with individual ambitions.

What are the challenges to the successful adoption of a career lattice approach?

Implementing a career lattice approach in organizations can be challenging, and there are a few key hurdles to tackle. One of the most significant issues is the traditional mindset that many people hold about career advancement. For a long time, climbing a linear career ladder has been seen as the only way to succeed. Changing this perspective requires a shift within the organization, where lateral moves and varied career paths are accepted and encouraged.

Communication is also another significant factor in the grande scheme of everything. Organizations need to clearly articulate what a career lattice is and how it can benefit employees and the organization. If employees don’t fully understand this model, skepticism can easily creep in. Investing in training and development programs are extremely important during this transition. Organizations should focus on providing opportunities for employees to gain new skills that apply to different roles in the lattice framework.

Moreover, performance evaluation systems should evolve to recognize and reward lateral movements and diverse experiences, which are crucial for progression in a career lattice. By tackling these challenges head-on, companies will create a workplace environment where employees feel appreciated and motivated, leading to greater job satisfaction and better retention rates.

How can organizations adopt a career lattice approach?

Considering a career lattice approach helps organizations move away from rigid career paths and create a more adaptable structure for employee growth. Companies should focus on skill development by offering training and mentorship programs that give employees the chance to try out different roles across various departments.

It’s crucial to communicate with employees about the benefits of making lateral or diagonal moves within the company. These types of changes can help them learn new skills and boost their career opportunities in the long run. Companies should establish clear pathways for these transitions so that employees feel confident about changing roles without fearing for their career growth or salary.

Managers have to be ready to help their team members as they move through this type of career structure. It’s important to recognize and value the advantages of non-linear career paths. We must also rethink how we measure performance—let’s focus more on developing skills, fostering teamwork, and encouraging innovation instead of just looking at who’s climbing the corporate ladder.

By fostering a workplace culture of learning, flexibility, and communication, organizations empower employees to explore new opportunities while advancing their careers.

The Shift from Ladders to Lattices

The career ladder is ideal for professionals because it offers structure and predictability. Individuals climb to higher ranks as they gain seniority. However, this model is too limiting as industries and workplaces become more dynamic.

The career ladder offers a linear trajectory that fails to account for the diverse ways employees want to learn, explore, and add value. In contrast, a career lattice recognizes that career growth isn’t just about climbing higher—it’s about moving in multiple directions to build a stronger foundation for growth.

In a lattice model, an employee might move laterally into a different department to gain exposure to new business areas. Alternatively, they could take on a slightly lower-level role to learn new skills that prepare them for a future position. Unlike the ladder, the lattice allows for a personalized, adaptable path to success that aligns with individual interests and functional priorities.

Understanding the Career Lattice in Practice

The career lattice is a career development framework designed to help employees build a portfolio of competencies. Rather than focusing on upward promotions, it encourages employees to explore opportunities across different departments, countries, functions, roles, and projects. This modern approach enables employees to put their interests front and center while supporting long-term business growth.

For example, an employee in marketing within the United States might move into a sales role in the United Kingdom to better understand different market perspectives and customer needs and improve their communication skills. Later, they transition into a customer success role that leverages the experience gained from all previous positions. These moves may not represent linear advancement in title or salary. However, they provide a depth and breadth of expertise that positions the employee as a future leader or for other specialized roles.

The lattice model isn’t just about flexible career jumps—it’s intentional. Employees and employers must seek opportunities that align with personal ambitions and organizational needs. A shared vision ensures that lattice moves are meaningful and contribute to individual satisfaction and business success.

Overcoming Key Challenges of Adopting a Career Lattice Approach

Moving from a traditional career ladder model to a career lattice framework is complex. Some challenges that organizations encounter include:

• Cultural resistance: Many teams still operate under the traditional corporate ladder, equating career success with title progression rather than skill acquisition.
• Lack of visibility: Employees may struggle to see available lateral or cross-functional opportunities if organizations don’t actively promote them.
• Manager buy-in: Leaders accustomed to linear promotions may resist the idea of employees leaving their teams to explore new areas.
• Skill gaps: Employees may feel unprepared to make lateral transitions without structured reskilling or upskilling programs.

Adopt a Career Lattice Approach Using Best Practices

Introducing a lattice model requires intentional design and clear communication. Below are four actions HR leaders can use:

Action 1: Educate stakeholders on the benefits of using a career lattice

Everyone must understand the career lattice vs. ladder benefits. HR can host workshops, develop success stories, and integrate talent mobility principles into leadership training programs to highlight the long-term advantages of skill-based growth.

Action 2: Gather skills and career data to show how work and skills are connected within the organization

A successful career lattice relies on real-time data. Organizations must map out the skills required across roles and departments, making it easier for employees to research career options. AI-driven workforce intelligence software can help HR automatically visualize career pathways, identify skill gaps, and personalize employee learning plans.

Action 3: Equip individuals to build their own skills portfolios

Encourage employees to track and validate their skills with management. They also need to track learning progress and career aspirations. Learning opportunities tied to emerging skills—from cybersecurity to machine learning—empower employees to develop with broad market appeal.

Action 4: Create visibility of different opportunities and vacancies

For a career lattice framework to work, employees need transparency. HR should promote internal job postings, career pathways, and success stories through internal portals, town halls, and one-on-one coaching. By making non-traditional career moves more visible and accessible, organizations can normalize lattice development as a viable alternative to rigid ladders.

Why the Career Lattice Matters Today

The way we work and grow in our careers is changing, and it is why the career lattice model is so important. Below are the key reasons why it’s gaining traction:

1. The Rise of Skills-Based Workplaces:
   Organizations are increasingly focused on skills rather than job titles. As roles become more fluid and cross-functional, employees need various capabilities to stay relevant. The career lattice supports this by encouraging employees to gain experience in different areas and develop transferable skills.
2. Employee Expectations for Growth and Development:
   Today’s workforce values growth opportunities that go beyond traditional promotions. Employees want to learn, explore, and take on challenges that align with their interests.
3. The Need for Workforce Agility:
   Businesses operate in fast-changing environments that demand adaptability. This model helps employees develop broad skills.
4. The War for Talent:
   Attracting and retaining top talent requires more than competitive salaries. Employees are drawn to organizations that invest in them. A lattice framework also enhances the organization’s reputation as an employer-of-choice.

Benefits of a Career Lattice for Employees

For employees, the career lattice offers a refreshing alternative to the rigidity of traditional career moves. It allows people to take control of their development, explore new interests, and build a roadmap that reflects their aspirations.

By moving across functions or departments, employees gain exposure to different aspects of the business, broadening their perspective and understanding of how the organization operates. These experiences make them well-rounded professionals better equipped to take on complex challenges and leadership roles in the future.

The lattice all things considered supports continuous learning. Employees can pursue opportunities that challenge them to acquire new skills that meet market demands. The lattice provides countless growth opportunities, whether learning a new technology, understanding customer behavior, or managing a cross-functional team.

Benefits of a Career Lattice for Employers

From an organizational perspective, the career lattice is a powerful tool for building a resilient and high-performing workforce. It helps businesses cultivate internal talent and reduces reliance on external hiring. Employees who adapt bring fresh perspectives and innovative ideas to their roles, driving improvements in processes, products, and services.

Moreover, a lattice model enhances employee engagement and retention. When organizations invest in employee growth, employees tend to stay longer at the company. This is especially valuable in competitive industries where retaining top talent is constantly challenging.

Finally, the lattice helps build a talent pipeline of leaders. Employees who have experienced different roles and functions are better prepared to take on leadership positions, as they bring a holistic understanding of the organization and its goals.

Implementing a Career Lattice in Your Company

Adopting a career lattice requires a cultural shift and change management. Organizations must avoid viewing career progression as a series of promotions and instead embrace the value of multidirectional growth. Clear communication is crucial—employees must understand how lattice moves can benefit their careers and contribute to long-term success.

Technology should play an essential role in supporting a lattice model. Platforms that map skills and provide visibility into career paths are essential. These tools also help HR leaders automate the process such as: identifying talent gaps, tracking development progress, and aligning workforce capabilities with business objectives.

Finally, leaders and managers must be bought into the vision. This includes encouraging employees to land new opportunities. The program should provide mentorship and recognize the value of diverse experiences. Organizations can create a culture that celebrates learning and growth.

The Future of Career Development

The career lattice represents a fundamental change in how we achieve professional growth. By embracing this model, organizations can create a skilled, adaptable, engaged, and motivated workforce.

The lattice offers employees a chance to take control of their careers, explore new opportunities, and build a future that aligns with their goals. In an era where growth and adaptability are paramount, the career lattice is not just a development strategy—it’s a blueprint for success.

How Career Pathing Software Can Help

Choose a Career pathing software that supports a variety of career moves. It must help employees understand and plan their career journey. With software, employees can:

• Map out multiple career paths and see different progression scenarios.
• Identify job competencies and evaluate skill gaps.
• Receive dynamic role recommendations based on their current skills and experience.

By giving employees tools to map their career journeys, companies can boost engagement and empower employees to take charge of their future.

Which Option Is Right for Your Organization?

Whether you choose a career ladder or lattice, one thing is clear: employees want an easy path forward. They want opportunities to learn, grow, and take on new challenges. Companies that support employees in navigating their careers are rewarded with higher retention rates and increased engagement.

To learn more about career development strategies and tools, request a demo.

F.A.Qs

What is the difference between a career ladder and a career lattice?

A career ladder is a traditional, linear career path where employees move up in a hierarchy, typically through promotions based on tenure and experience. It follows a fixed progression from entry-level to senior roles.
A career lattice, on the other hand, offers a more flexible approach. Employees can move upward, laterally, or even take a step back to reskill or explore new opportunities. A career lattice focuses on skill development and adaptability rather than just hierarchical promotions.

What does career lattice mean?
A career lattice refers to a non-linear career growth model where employees advance in multiple directions—not just upward. It allows for lateral moves, cross-functional transitions, and skill-based career development. This approach helps employees build diverse experiences and skills, making them more adaptable in a dynamic workforce.

What is the meaning of career ladder?
A career ladder is a structured progression of job roles within an organization. Employees move from lower-level positions to higher-level roles based on promotions and increased responsibilities. It represents a step-by-step career advancement model, where success is often defined by climbing to the top of an organizational hierarchy.

What are the 5 levels to a career ladder in order?
While career ladders may vary by industry and organization, they generally follow these five levels:

1. Entry-Level – Beginners in the workforce who are developing foundational skills.
2. Intermediate/Associate – Employees with some experience who take on more responsibilities.
3. Mid-Level/Professional – Skilled workers managing projects, teams, or specialized tasks.
4. Senior-Level/Managerial – Leaders overseeing teams, departments, or strategic initiatives.
5. Executive/Leadership – Top-level roles such as directors, VPs, or C-suite executives driving company vision and strategy.