3 Ways to Develop Your Employees When the Career Ladder is Broken or Non-Existent
Why do people leave their jobs? Most people might instantly respond, “For more money, of course.” However, many companies that consider themselves experts on employee retention might tell you that money is not always the top reason people change jobs. People leave their jobs for various reasons ─toxic work cultures, lack of confidence in management, no sense of belonging, etc. According to this article, opportunities for career growth, along with increased responsibilities accompanied by an appropriate boost in pay, are all factors that improve the chances of employees remaining with an employer. The article states that “workers who don’t see a clear progression from their current role to a better position in their company ultimately turn to opportunities elsewhere.” The article indicates that an easy solution can be found if companies provide clear paths for employees, moving them through job titles on a regular progression over time, employers can help boost perceived career opportunities and limit this type of harmful stagnation.” In addition, “compensation should rise along with career arc. If managers do not offer meaningful promotions, in both responsibilities and pay, employees are more likely to look elsewhere for their next role.”
In responding to employees who believe there are no viable career ladders at their organizations, many employers say, “There are plenty of positions here. People just need to take initiative and go after them.” This second article suggests that instead of responding reactively to the perception of limited career growth opportunities (as most companies do), companies can strategically address the desire and need for employees to grow. The article asserts that “the conventional ‘career ladder’ metaphor can only take employees so far before it breaks. The first problem with the “ladder” is that it tends to give only a small percentage of the workplace access to predictable career progression. The even bigger problem? It does not equip companies to get people rapid access to the skills the organization most needs in the midst of rapid growth and/or change.” The article offers three specific ways organizations/companies can address the need of employees to grow professionally and achieve that much-desired career progression. Employers can improve retention and productivity if they are willing to follow the suggestions in the article. Ultimately, such efforts can increase job satisfaction for employees and foster good-will.
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