What is Career Mapping? Career mapping is the strategic process through which organizations create transparent career paths that enable employees to visualize how their skills and aspirations align with future roles across the organization—whether upward, lateral, or downward. It empowers employees to take charge of their careers by exploring these pathways, identifying necessary upskilling opportunities, seeking mentors, engaging in continuous learning, and more. This proactive approach not only supports personal growth but also enhances organizational agility by aligning talent development with strategic objectives.

It’s no secret that employees leave companies because they often feel their contributions aren’t seen or valued. Internal growth and retention among employees are key pieces of the HR puzzle. One of the best ways to stay connected to employees and alleviate their fears is through career mapping.  

Career paths are key to retention, as they demonstrate to the employee from the onset that the company cares about their future. This increases employee productivity and output while serving as the basis for a strong, thriving culture. A detailed career path helps in identifying opportunities for advancement, considering the employee’s skills, objectives, and interests.

Career maps and paths work in conjunction with the HR team to give employees an overview of what they can achieve, the steps to get there, and how their contributions will be of value to the company. This helps in building motivation to learn more, develop their skill set, and showcase those skills throughout their career.

3 Key Questions to Ask About Career Mapping  

Before developing a career map, employees and employers should consider a few essential questions:  

• What skills and experiences are needed to advance? Employees should identify gaps in their knowledge and explore ways to build competencies for future roles.  

• Are there multiple career pathways available? A well-structured career mapping template includes lateral, cross-functional, and vertical movements.  

• How can the company support career development? Employers are critical in providing training, mentorship, and opportunities that align with individual career goals.  

Career Mapping vs. Career Pathing: Are They the Same?  

• While career mapping and pathing focus on employee development, they serve different purposes. Career mapping provides a broad overview of various career trajectories within an organization, helping employees understand different routes they can take. It visually represents movement across roles, departments, or evenbusiness units. On the other hand, career pathing is a more personalized approach that focuses on an individual’s career progression. While career mapping lays out multiple options, career pathing helps employees navigate the most relevant one based on their skills and aspirations.  

What Is the Role of the Employer in Career Mapping?  

Employers are instrumental in developing meaningful career maps that foster talent growth and retention. Companies can anticipate future skill needs by integrating job mapping into workforce planning and proactively developing internal talent pipelines. Organizations should provide employees with career map examples, access to mentors, and learning programs that align with their desired career pathways. A strong career mapping initiative benefits employees and strengthens succession planning and internal mobility.  

How to Create Career Maps as an Employer  

Developing career maps requires collaboration between HR leaders, managers, and employees. Employers should analyze organizational needs and identify skill gaps before creating structured career mapping templates that guide employees toward relevant roles. Engaging employees in career discussions, offering personalized development plans, and leveraging digital tools can make the process more effective. An employer-driven career mapping strategy helps employees see long-term opportunities within the organization, increasing engagement and reducing turnover.  

What Does a Career Map Template Look Like?  

A career mapping template typically includes key elements such as:  

• The starting position and potential future roles  

• The skills, experiences, and qualifications required for each step  

• Optional lateral moves or cross-functional opportunities  

• Development resources, such as training, certifications, and mentorship programs  

A structured template ensures consistency across career maps while allowing customization based on individual goals.  

A Career Mapping Example – Marketing Assistant to Manager  

Consider a career map example for an entry-level marketing assistant looking to grow into a managerial role:  

• Marketing Assistant – Develops foundational skills in campaign execution, analytics, and content creation.  

• Marketing Specialist – Gains expertise in a specific marketing function, such as social media, SEO, or branding.  

• Marketing Coordinator – Manages small projects and assists in strategy development.  

• Marketing Manager – Leads a team, oversees campaigns, and aligns marketing initiatives with business goals.  

At each stage, the employee must acquire new competencies, complete relevant training, and demonstrate leadership potential.  

Build Career Mapping into Your Business and Mentoring Framework  

Organizations should integrate career mapping into their talent management and mentoring programs to make career mapping a sustainable part of workforce development. Managers can use career maps to guide employees through structured career discussions, while HR teams can align mapping strategies with business goals. By embedding career mapping templates into mentoring initiatives, employees gain clarity on their growth opportunities and receive the support needed to achieve their professional aspirations. A well-executed career mapping strategy enhances engagement, improves retention, and ensures a future-ready workforce.  

Career Mapping Tool  

There are a few ways to map out a career. Many human resources teams use a career mapping tool to provide a big-picture overview of where the employee is and the steps they should take to get to the next level. When using a career map, conducting a self-assessment, considering the goals of the organization personal development goals, and considering which roles would be the best fit are all ways to figure it out.  

A career progression framework can show development and any opportunities that can be plugged in using real-time data. Career ladders and lattices can be used in this framework to show progression and mobility over time. The best way to stay aligned with professional goals is to have a document or software that can map it out and remind you where you are, what needs to be done, and when.  

No matter the profession, being able to create goals that align with your passion and interests starts with researching roles you are interested in based on what your dream job looks like. Then, making a list of positions and knowledge you’ll need to move can show where you need to expand your skill set. A career mapping tool helps see forward, sideways, and backward moves.  

Career Mapping for Employees  

What does career mapping for employees look like? First, it means human resources must participate in creating a career progression framework. There are different ways to use a career map tool, so figuring out the one that works best for the employee can affect their involvement in the career progression plan.  

Employees may not understand the career mapping process. This is where the HR team can discuss the benefits of career mapping to reinforce the company’s position of creating a culture where employees are seen, heard, developed, and prepped to advance within the organization. Here are a few benefits employees should be aware of:  

• Self-awareness: It’s easy to think you want to be CEO without realizing how much work goes into becoming the person who runs everything. This process helps employees become better in tune with their skills and abilities.  

• Knowledge: Career mapping helps identify new roles. It also clarifies the employee’s skills and needs, showcasing them.  

• Self-development: It isn’t easy to look in the mirror and face some truths. Some employees figure out early that they don’t want to do the additional work. It takes discipline, focus, and drive to accomplish goals and adopt traits that will keep you moving up the ladder.  

• Assessment: This also helps employees recognize when they are content and happy in their role and when they accept the challenge of wanting more.  

• Visibility: Career mapping means more visibility for employees and opportunities to engage with those responsible for growth and promotion.  

How to Improve Career Development in an Organization  

Career development is essential for every employee in the organization—even the CEO. Career mapping benefits the organization by helping with engagement, retention, and future-proofing the company as it moves forward. A career progression framework for each employee allows the company to set itself up for succession, with the right employees being developed for roles that keep the company strong.  

The HR team must emphasize improving career development in an organization, realizing that the company is only as strong as the employees who keep it running. Developing a career path framework that addresses the organization’s needs while enhancing current employees’ skill sets makes a difference in how employees view the company, why they will remain loyal to it, and where they aspire to go.  

Getting a career path framework correctly set up takes time. Still, the right career mapping tools and software can streamline the process, allowing employees to track their progress and make changes over time. Giving employees autonomy over their career mapping helps them with accountability and demonstrates that employees are serious about moving up.  

Career Mapping Exercise  

Some employees use a career map maker to outline roles they would like in the future. Some components of a promising career map include job descriptions, skills, competencies, personality profiles, and training and development. Career mapping examples also include a career mind map template, which provides critical thinking for the employee. They determine a starting point and final goal. In the middle of those goals, the employee lists all the steps and goals needed to advance along that line to reach the final goal. A sample template may look like this:  

• Starting job title and description (of the new role)  

• Add additional requirements  

• Add personality profile  

• Create goals under a separate heading (use the S.M.A.R.T. system)  

• Add the things under the goals that work to your benefit, like experience, reviews, achievements or rewards, and additional education  

• Ending job title and all the details needed to acquire this role  

  Using this strategy helps put things into perspective and create a big-picture view of how this works for employees and the employer. To see how TalentGuard can help with your career mapping strategy, request a demo with us today!  

Organizations that do not offer clear career paths risk several detrimental consequences. Without defined career trajectories, employees may feel uncertain about their future within the organization, leading to decreased morale and engagement. This lack of direction can result in higher turnover rates as talented individuals seek opportunities elsewhere that offer clearer growth prospects. Moreover, without structured career paths, employees may perceive limited opportunities for advancement or skill development, which can hinder their motivation and productivity. Ultimately, organizations may struggle to retain top talent and could face challenges in succession planning and maintaining a skilled workforce capable of meeting evolving business needs. Clear career paths are not just beneficial for individual growth but also critical for fostering a motivated and resilient workforce aligned with organizational goals.

Career Mapping FAQs  

How do I create a career map?  

Creating a career map involves identifying career goals, analyzing skill gaps, and outlining a clear progression plan. Start by assessing your current skills and experiences, then explore different career paths available within your industry or organization. Utilize a career mapping template to visualize possible roles, necessary skills, and training for advancement. To stay on track, regularly update your map based on evolving career goals and business needs.   

What does career mapping look like?  

Career mapping typically presents a structured pathway for professional growth, including potential job transitions, skill development opportunities, and key milestones. A career map example might show multiple routes for progression—such as moving from a specialist role to a managerial position or transitioning laterally to gain cross-functional experience. A career map often includes job mapping, which helps employees understand how their skills align with various organizational roles.  

What is the difference between career planning and career mapping?  

Career planning is a strategic process where individuals set professional goals and outline steps to achieve them. It focuses on self-assessment, goal setting, and skill development. Conversely, career mapping visually represents various career trajectories, showing multiple paths an employee can take within an organization or industry. While career planning focuses on the “why” and “how” of career growth, career mapping illustrates the “where” and “what’s next.”  

What are the five stages of career planning?  

We use five stages of career planning to provide a structured approach to career development:  

1. Self-Assessment – Identifying strengths, interests, values, and career aspirations.  
2. Career Exploration – Research potential job roles and industry opportunities.  
3. Goal Setting – Defining short-term and long-term career objectives.  
4. Skill Development – Acquiring the necessary competencies through training, mentorship, and experience.  
5. Career Progression & Adaptation – Continuously reassessing and adjusting career goals based on industry trends and personal growth.  

Following these stages, individuals can develop a career pathway map aligning with their ambitions and market demands. To learn more, request a demo.