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Essentially this is a way of outlining an effective career progression framework or development plan for team members who want to achieve professional growth that will improve their career advancement opportunities. It sits as part of the individual or organisational development process and would include skill development to help the individual build the skills that would enable them to progress up the different job levels, helping them to develop the right skills or knowledge that will accelerate employee progress up the career ladder.
Career progression pathways are structured frameworks designed to help employees navigate their advance within an organisation. These pathways provide clear guidance on the skills, competencies, and milestones required for career growth. They are an essential element of modern workforce management, benefiting both employees and employers in several key ways.
A career development plan has some similarities with the succession planning process although we would usually see succession planning as being more of a top down process that is developing employees at different career stages to ensure continued business success e.g. If a key role is suddenly vacated there is someone at an appropriate level along that progression path who can step in to that role and ensure that key business objectives continue to be met.
Such a career framework is much more personalised to the individual and should align with their personal career aspirations. It should take into account the existing technical skills and key competencies of a team member, assess organisational future roles and define a development framework that would position that individual well for that next role. Ideally this would form part of the promotion process assuming that the employee performance warrants it. Ultimately team members see more personal growth opportunities and this is a powerful way to boost employee motivation, enable employees to develop and impacts positively on Employer Brand which helps the recruitment process.
Over the last few years, many employees may have felt that the opportunities to progress in their career has been stunted, potentially leading to low motivation and productivity. One way to overcome this is through Organisational Career Progression Pathways that provide employees with clarity on how they can enhance their skills and knowledge to further their careers. This can alleviate employee feelings of career stagnation, and improve engagement, career satisfaction and productivity. Organisation-wide, career progression pathways help to retain top talent, reduce turnover and associated costs, and provide an incentive for staff to enhance their skillset through learning and development.
1. Clarity and Motivation for Employees
Career progression pathways give employees a sense of direction and purpose within their roles. When individuals understand how they can grow within an organisation, they are more likely to remain motivated and engaged. A well-defined pathway eliminates ambiguity about career opportunities, enabling employees to set goals and work towards them with focus and determination. For instance, an employee in an entry-level role may aspire to move into a managerial position. A clearly outlined pathway will detail the steps required, such as gaining specific skills, obtaining certifications, or achieving performance benchmarks. This clarity inspires employees to take proactive steps to enhance their capabilities, which benefits both their personal development and the organisation’s overall productivity.
2. Employee Retention and Loyalty
One of the main reasons employees leave an organisation is the perceived lack of growth opportunities. Career progression pathways address this issue by demonstrating a commitment to employee development and long-term success. When individuals see that their efforts are recognised and there are opportunities to advance, they are more likely to stay loyal to the organisation. Retention is especially critical in today’s competitive job market, where attracting and retaining top talent is a challenge. Organisations that invest in clear career progression frameworks stand out as desirable employers, fostering a loyal and stable workforce.
3. Enhanced Workforce Skills and Competencies
Structured career pathways often require employees to acquire new skills or refine existing ones to move up the ladder. This focus on continuous learning leads to a more skilled and competent workforce. For organisations, this translates into better performance, innovation, and adaptability in a rapidly changing business environment. For example, organisations can integrate training programmes, mentorship opportunities, and professional development workshops into their pathways. These initiatives not only prepare employees for future roles but also ensure that the organisation remains competitive and agile.
4. Alignment with Organisational Goals
Career progression pathways align individual growth with organisational objectives. By designing pathways that address key business needs, organisations can ensure that employees are developing in ways that directly contribute to achieving strategic goals. For instance, if digital transformation is a priority, pathways can focus on developing employees’ digital skills and leadership capabilities in this area. This alignment creates a symbiotic relationship where employees feel valued and supported in their aspirations, while the organisation benefits from a workforce equipped to meet its challenges and opportunities.
5. Alignment with Organisational Goals Inclusion
Structured pathways can also play a significant role in promoting diversity and inclusion. By clearly outlining the criteria for progression, organisations reduce the risk of unconscious bias and ensure that promotions and opportunities are awarded fairly. This transparency fosters a culture of equality, where individuals from diverse backgrounds feel empowered to succeed.
6. Future-Proofing the Organisational
Preparing for Industry Changes and Ensuring Long-Ter, Sustainability
In an era of rapid technological and market changes, career progression pathways help organisations future-proof their workforce. They enable employees to stay ahead of industry trends and prepare for emerging roles. This adaptability is crucial for sustaining growth and maintaining a competitive edge.
Whilst there are many clear benefits to implementing career progression pathways, this is by no means an easy or quick undertaking if done correctly. In this blog, we explore the 4 key considerations when designing an organisational career progression pathway. For more in-depth detail on this topic, listen to Lucinda’s previous webinar which explores career progression as part of a wider learning culture. Or for more information and to register for future webinars click here.
Firstly, begin with defining the career levels within your career pathways. We recommend keeping it simple, because whilst you could define every micro-level of a wide variety of jobs, this would be needlessly complicated, and the reality of anyone understanding the system would be very low. One simple way of defining the levels is build a broad system with a focus on behaviour and values. Perhaps by having the same number of levels and rules for everyone on how to progress. Fortunately, many larger companies have invested time in building progression pathways – and have made them public. Thereby giving you ample examples for your own inspiration!
It’s important to understand your people when planning the career progression opportunities. Naturally, our employees will have different personality types and roles. Some of which are more suited as ‘people managers’ and others as ‘individual contributors’. An easy example of this, are very highly skilled experts that essential to the organisation, perhaps a developer or engineer, but may not have the skills or personality type or the inclination to suit a leading managerial/directorial level position. Therefore, it’s important to consider if you want to offer multiple options or not. Perhaps by having one which focuses in managerial levels and another which focuses on specialisms e.g. junior developer, senior developer.
Once you’ve clearly defined your structure of levels and pathways, you need to define the rules on how employees can progress from one level to the next. For example, will you use performance and development data, competencies, relevant experience or all of these? Will you utilise detailed job descriptions and track employee progress along the way or perhaps it is simply about building on an existing framework.
Is this data easily accessible to you and your managers? Using a complete people management software solution, where you can provide access to all of this data in one place to the relevant managers, can help enable in evidencing the correct candidates for career progression.
Another key consideration is thinking about what access do you provide to learning resources. You want to be able to empower your employees to progress their careers in a meaningful way, and this means providing development opportunities at the point of need. This includes making both internal and external development opportunities readily available. Internally, you may use an LMS system, where you can provide a variety of relevant courses and generate development data to use as evidence for criteria.
Career progression pathways are more than just tools for professional growth—they are vital for organisational success. By providing clarity, fostering loyalty, enhancing skills, and aligning individual and organisational goals, these pathways create a win-win scenario. Employees feel empowered to pursue their aspirations, while organisations benefit from a motivated, skilled, and stable workforce.
Furthermore, they serve as a testament to an organisation’s commitment to its people.
By investing in career paths, organisations demonstrate that they value their employees’ contributions and are willing to support their ambitions. This sense of mutual respect and partnership enhances workplace morale and builds a strong organisational culture rooted in trust and collaboration.
Career progression pathways also offer a strategic advantage in addressing long-term workforce challenges. In the face of technological advancements, changing market demands, and evolving employee expectations, these pathways provide a structured mechanism for future-proofing talent. They encourage proactive skill-building, which not only prepares individuals for the jobs of tomorrow but also positions the organisation to remain competitive and adaptable in an ever-changing landscape.
Importantly, achievable career paths foster inclusivity by offering equal opportunities for advancement to all employees. They help break down systemic barriers and create transparent processes for progression, ensuring that decisions are based on merit rather than bias. This transparency promotes equity, attracts diverse talent, and strengthens the organisation’s reputation as an employer of choice.
Ultimately, investing in career development is not simply a human resources initiative but a strategic imperative. They contribute to organisational resilience, employee engagement, and long-term growth. By empowering employees to achieve their potential while aligning their development of new skills with business needs, these pathways help create a thriving ecosystem where both individuals and organisations can succeed together. For organisations looking to build a sustainable future, career progression pathways are not just important—they are indispensable.
For a more in-depth look at this topic and to discover how to run a development session, sign up for our upcoming HR webinars, hosted by Business Psychologist and Actus CEO, Lucinda Carney.
Part of our ethos is to help build a better workplace for people, whatever their location. We achieve this through great performance management software, the HR Uprising Podcast, and a variety of free thought leadership resources. Therefore, if you would like to learn more about this topic, you can find some additional resources below.
Learning and Development Resources
Blog: 7 ways to create an effective learning culture in a digital world
Podcast: How to Build a Learning Culture
SHRM Resource: Developing Employee Career Paths and Ladders
Actus Learning Management Software (LMS) offers comprehensive functionality yet is simple and easy-to-use. We believe that performance management and learning and development go hand-in-hand. That’s why we have built our Actus Learning Management Software (LMS). To support you in keeping employees focused on learning, training and development in support of their objectives and career progression.
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