During the last several years, we have seen an increase in clients wanting our help to develop career paths. There are several reasons: the loss of knowledge as baby boomers retire and the need to transfer this knowledge to the up and coming leaders and workforce of today… the increase in technology and how it impacts so many jobs… and the millennial generation asking for roadmaps to how they can progress and grow in your organization.

So, are career paths helpful? Do they hit the mark in trying to recruit and retain talent within organizations? Our experience shows that there is a connection.

Employees today want more transparency from their employers. Whether it is a clear bonus plan, a better understanding of what their jobs entail, what management’s expectations are, or how they can continue to develop their skillsets, employees want to know how they can advance and/or expand their horizons without leaving your organization. By developing a career path, your organization can ensure that your employees can obtain the on-the-job training and are given the developmental opportunities and experience they need in order to acquire the knowledge required for the future of their professions and your business.

Recently I read Deloitte’s  2018 Global Human Capital Trends  survey and how career paths are changing from a defined career ladder with a sequential progression from job to job, to 21st-century careers viewed as a series of developmental experiences, each offering the opportunity to acquire new skills, perspectives and judgement.

When you are identifying talent for your organization, career paths can serve as a recruiting tool to show new candidates the opportunities for career growth within your organization. For early or mid-career employees, a clear career path provides a roadmap to understand and determine which skills, knowledge or experience they will need to focus on in order to advance and/or expand their opportunities within your organization.

You’ve heard the expression “one size doesn’t fit all”? Well, this applies to career paths as well. Over the years, I have talked to employees about their desires, career aspirations and needs, and quite frankly, they are changing. According to the Deloitte survey, it’s important for organizations to focus on non-traditional career paths.

We see organizations creating many avenues and focusing on both vertical and lateral career paths. They are providing different career paths – management routes and technical routes – that lead to success for every employee and the organization as a whole. It’s important to consider that not everyone wants to move to the top of the organization. These employees want to focus on what’s important to them which may mean more flexibility and work-life balance, rather than a management position with more responsibility.

So, what do you need to do in order to ensure you have the pieces in place to help your employees grow? Below are some key steps to consider when developing your career paths:

 

  • Create a communications strategy about the development of career paths; don’t go to all the work of creating paths unless you make sure that employees understand what career paths are and how employees can benefit from them.
  • Engage employees and supervisors in the process of identifying the components of career paths.
  • Create individual development plans for employees – how do I get from Point A to Point B in my career?
  • Provide coaching and training to managers on how to advise and provide guidance to employees on their career paths.
  • Allow for different employee preferences – offer technical, management and vertical tracks.
  • Create a learning environment for continuous development and growth; once you have established the career paths, ensure your training and learning programs are aligned.
  • Follow-up with employees on the importance of taking ownership for their own careers and have periodic check-ins to discuss their progress.

 

Career paths do not have to be complicated – keep it simple. Create solutions that work for your organization. The important thing is to understand your culture and what will be attractive for your teams and staff, and ultimately a success in your organization.