Develop a Career Advancement Track to Boost Employee Retention

When exploring career options, many professionals aim to follow a career ladder to achieve growth. While the career ladder definition can vary, it generally describes how an employee advances from an entry-level role to higher positions with increased responsibility, authority, and pay.

Another concept closely related to career ladders is the career lattice, which offers more flexibility. Unlike the traditional vertical progression of a ladder, a career lattice allows employees to move diagonally, horizontally, or vertically across departments or roles. This flexibility has become popular in today’s dynamic workplace, as it encourages growth in multiple directions.

A third term often mentioned when discussing career ladders is career pathing. This is where human resources play an active role in helping employees align with opportunities within the company based on talent needs and organizational goals. Career pathing often starts early, focusing on the employee’s skills, interests, and long-term career goals.

Many employees desire career progression but may not know what options are available to them. This lack of clarity can lead to stagnation or retention problems. This is where a strong human resources team is vital. HR can work with management to guide employees, supporting their professional development and ensuring their current and future roles align with their skill sets.

Investing in training, upskilling, and reskilling employees helps create a culture where individuals feel valued and appreciated. Developing a career ladder within your organization uncovers untapped talent, enhances employee engagement, and prepares your company for succession planning. As a result, when you develop a career ladder, you not only improve retention but also foster a culture of continuous growth, ensuring employees are neither underutilized nor overlooked.

To learn more about TalentGuard’s Workforce Intelligence Platform to build a career advancement track for employees, request a demo.

When exploring career options, many professionals aim to follow a career advancement track to achieve growth. While the career ladder definition can vary, it generally describes how an employee advances from an entry-level role to higher positions with increased responsibility, authority, and pay.

Another concept closely related to career ladders is the career lattice, which offers more flexibility. Unlike the traditional vertical progression of a ladder, a career lattice allows employees to move diagonally, horizontally, or vertically across departments or roles. This flexibility has become popular in today’s dynamic workplace, as it encourages growth in multiple directions.

A third term often mentioned when discussing career ladders is career pathing. This is where human resources play an active role in helping employees align with opportunities within the company based on talent needs and organizational goals. Career pathing often starts early, focusing on the employee’s skills, interests, and long-term career goals.

Many employees desire career advancement but may not know how to track the options available to them. This lack of clarity can lead to stagnation or retention problems. This is where a strong human resources team is vital. HR can work with management to guide employees, supporting their professional development and ensuring their current and future roles align with their skill sets.

Investing in training, upskilling, and reskilling employees helps create a culture where individuals feel valued and appreciated. Developing a career ladder within your organization uncovers untapped talent, enhances employee engagement, and prepares your company for succession planning. As a result, when you develop a career ladder, you not only improve retention but also foster a culture of continuous growth, ensuring employees are neither underutilized nor overlooked.

To learn more about TalentGuard’s Workforce Intelligence Platform to build career ladders, request a demo. Get started today.

The human resources team should have a plan that includes demonstrating how they assist employees in creating a viable career progression plan. Career progression software helps in this area, reinforcing the career ladder meaning in multiple ways.

By using career progression software, career mapping becomes easy and accessible, even for larger companies. Many organizations have a skills transfer gap because employees don’t have the opportunity to apply the skills they’ve acquired during professional development to their role or other roles that are part of the career ladders. To fully develop employees and prepare them to move up or across the ladder, there must be an effective and efficient way to get employees up to speed in continuously developing their new skill sets.

If this does not occur, the career progression of the employee will suffer, and the company will eventually experience a retention problem because the employee will take their newly acquired skills to another organization that is willing to use their knowledge.

Is this difficult? It doesn’t have to be. Once human resources has the software in place that can help develop and track an employee’s professional development progression, management, and human resources can work together to provide opportunities for growth.

What are the basics of building a unique and successful career ladder program at your organization? First, you need to build a career progression framework. This means understanding the job roles and attached skills within the company and having a way to accurately assess the current workforce.

Developing and implementing a career ladder program doesn’t happen overnight. Having a strong framework allows for career ladders as well as lattices, so that employees can be offered vertical and lateral career progression.

When considering career progression framework examples, let’s look at an engineering career ladder:

For small teams with up to 10 engineers, you may have the engineer, senior engineer, and engineering lead. This is a single-track ladder.

In contrast, a large team with 100 to 1000 or more engineers requires more expertise and ownership. While it may start with Engineer 1, II and then Senior Engineer 1 and II, as the engineer moves into a tech lead, staff engineer, senior staff engineer, then principal and senior principal engineer, they may also consider moving into a people managing track that includes Engineering Manager, Senior Engineering Manager, Engineering Director, Senior Engineering Director, VP Engineering, and Senior VP of Engineering.

Companies that use career advancement to track and connect their employees’ aspirations and skill sets to business needs see higher levels of employee engagement. Having a visual representation of the ladder for employees and management to see creates a memorable image for people to better understand what needs to occur to take the next step forward.

Career ladders, career lattices, and career pathing are all essential in helping employees tap into and develop new or hidden skills that not only give them more confidence in their current roles but helps management in successfully utilizing those employees at their most optimal levels.

A career ladders company and career progression software can help organizations better understand the logistics of how they can benefit by investing in this visibility. Whether the company is developing its current employees or looking for new talent they can develop for the future, being transparent in how they use career ladders and other methods for improving their workforce helps the culture move forward while retaining the best and brightest on their teams.