October 9, 2024
October 9, 2024
Supporting employees’ career aspirations is essential for boosting retention. Career pathways can play a pivotal role in helping employees navigate their growth, but many organizations either lack structured pathways or have systems that are ineffective. By implementing dynamic career pathways, organizations can enable employees to progress on their aspirations, leading to higher retention and engagement.
A 2022 McKinsey study revealed that lack of career development and advancement opportunities is the top reason employees leave their jobs. Workers who feel stuck or unsupported in their career paths are more likely to disengage and eventually seek opportunities elsewhere.
Some employees may align their career aspirations with their current roles, seeking promotions and increased responsibilities within their department. For them, programs supporting regular promotions and clear advancement opportunities are highly valuable.
On the other hand, Gallup found that 60% of employees feel they don’t have the opportunity to do what they do best every day, signaling a misalignment between their ambitions and their current job roles. These employees may be eager for salary increases and promotions but feel disconnected from their current job function. Others may want to explore entirely new functions, experimenting until they find a better match for their interests and growth ambitions.
Most organizations assume employees are focused on progressing in their current role, but this is not always the case. Three key issues hinder the effectiveness of current career development measures:
1. Lack of Career Conversations: Many companies fail to systematically understand employees’ aspirations. Most discussions between employees and managers are focused on short-term goals, with little exploration of broader career ambitions.
2. Insufficient Guidance: Employees often feel frustrated by the lack of clear pathways to senior management roles. Line managers may lack the expertise to guide them, and for those aiming for roles outside their current function, guidance is even scarcer.
3. Limited Career Pathways: Some companies don’t have formal career pathway frameworks, and when they do, these pathways tend to be rigid and siloed. Over 80% of role changes occur when employees move between companies, indicating the absence of strong internal pathways that could retain top talent.
Dynamic career pathways are essential for helping employees realize their career ambitions. Here’s how organizations can build these pathways:
- Start with Skills Mapping: Create a robust skills framework and map it to both employees and roles across the organization. A comprehensive framework should consider not only employees’ current roles but also their past experiences and transferable skills.
- Enable Exploration: Employees should have access to real-time career pathways that show them various routes they can take—based on their skills and interests—across the organization. This allows them to visualize potential career trajectories, not just within their current role but across different departments and functions.
- Actionable Guidance: Dynamic pathways should be linked to actionable resources, such as mentorship programs, internal job boards, and training modules. Employees can identify skill gaps and receive personalized recommendations for filling those gaps—whether through stretch assignments, training courses, or new roles.
Dynamic career pathways give employees the tools they need to advance their careers, while reducing reliance on managers’ knowledge and enabling personalized guidance. By aligning career aspirations with tangible opportunities, organizations can enhance retention, foster engagement, and increase overall performance.
