These days, it’s not enough for companies to rely on compensation and classic perks to retain their best employees. According to a 2020 Deloitte survey, lack of career progress was the biggest factor in encouraging employees to look for new employment.
It’s easy to see why. Employees are more likely to be engaged in their work when they have a sense of purpose and the chance to learn and grow. Companies who aren’t intentional about employee development and career paths run the risk of increased turnover and greater difficulty attracting talented workers. If your organization has left career pathing to individual employees, now’s a good time to get actively involved.
What is Career Pathing?
Career pathing is the process of mapping out an employee’s potential trajectory at a company. According to SHRM, it typically involves three steps: self-assessment, individualized career map, and exploring opportunities.
Self-assessment involves the employee reflecting on and exploring their experiences, skills, and knowledge. Ideally, the manager would be involved in this process so both can get a realistic idea of where the employee is at. A few career path questions that can help an employee during the self-assessment process include:
- What are my interests?
- What are my goals?
- What skills do I have?
- What is my personality best suited for?
- Do I need further knowledge, education or training?
Individual career mapping is where manager and employee identify positions and or functions within the company that an employee might want to work towards, based on their interests and experiences. Whether this involves long term career goals for the employee to land their dream job, or a starting point to develop soft skills that align with their career development, individual career mapping is an important step in creating a career that gives an employee a sense of purpose.
Exploring opportunities allows for manager and employee to identify vacancies and openings for which the employee could potentially apply.
Organizational Benefits of a Career Pathing Program
Career pathing, when done right, can improve an organization’s retention rate and attract new talent. Two out of three women who plan to re-enter the workforce after the pandemic reported the intention to look for a job that offers more opportunity for skill development and personal career advancement, according to a Verizon survey. In addition, according to McKinsey and Company, 70 percent of employees reported getting their sense of purpose from work.
When an employee’s sense of purpose and growth aligns with the company’s mission, employers can expect a stronger level of employee engagement, loyalty, and a greater likelihood of recommending the company to others. Companies and employees can work together to identify the areas where an employee’s and a company’s sense of purpose intersect to create better alignment.
Types of Career Pathing
Career paths can take many different forms. Some organizations have traditional career ladders, and each step of the ladder represents a step up in organizational hierarchy and responsibility. The “lowest” rung is typically an individual contributor. Sometimes, a transition to a managerial role is required to step up to a higher rung. Other times, climbing the leader means an increased level of specialization, and a narrower but deeper focus.
Today, a straight climb to the top is very rare. This is why many companies view career pathing through the lens of a career lattice—a flexible approach for career building—will work better for most companies. Employees might make lateral moves or take a step back while trying their hand at a different function of the company.
Through meetings with managers and others in the organization, employees can determine what skill sets and career paths are important to them, while mapping those desires to possible career opportunities across the org chart. Sometimes, career pathing leads not to a new role but an increased responsibility or pivot in an existing role. Leave room for changes and adjustments along the way. This allows the employee to feel more in control of their progress while feeling valued and invested in by the company they serve.
Employee Development Tips: How Companies Can Support Career Pathing
Employees are more engaged and committed when they see a future for themselves at a company. Organizations that take an active role in career pathing help employees stay motivated while also strengthening their leadership pipeline. Here’s how companies can create a structured approach to career development:
Mentorship
A strong mentorship program provides employees with guidance and support as they navigate their careers. Whether through one-on-one mentoring, mentoring circles, or peer mentorship, these relationships help employees build skills, expand their networks, and gain insight into career advancement opportunities.
Companies should offer structured mentorship programs that connect employees with experienced professionals who can help shape their career path. With the right tools for career mentoring, employees can see advancements in productivity and performance.
Beyond skill and professional development, mentoring also facilitates career progression by expanding professional networks and increasing exposure to different roles, projects, and departments. Mentors
- introduce mentees to influential contacts within the industry
- help mentees navigate workplace dynamics, offering guidance on company culture, key stakeholders, and internal career mobility.
- aid mentees in leveraging their strengths and make strategic career paths that align with their aspirations.
For organizations, integrating mentoring into career pathing initiatives fosters a culture of continuous learning and talent development. Employees who receive mentorship often feel more supported and engaged, leading to higher job satisfaction and retention. A strong mentoring culture also ensures a steady pipeline of well-prepared talent, ready to step into leadership roles as opportunities arise.
By investing in mentoring, organizations not only enhance individual career growth but also strengthen overall workforce development opportunities, creating an environment where employees see a clear path for progression and long-term success.
Leadership Development
Leadership doesn’t start when someone gets promoted—it develops over time. Companies should invest in leadership development programs that identify and nurture employees with leadership potential. This can include formal training, mentoring from senior leaders, and opportunities to take on stretch assignments. Organizations like Amazon and Coca-Cola have used mentoring to prepare future leaders.
Individual Development Plans
Career growth should be intentional. Companies should work with employees to create personalized development plans that align their skills and interests with future roles within the organization. These plans should outline career goals, required training, and steps for advancement. Managers play a key role in supporting these plans by having regular check-ins and providing access to relevant resources.
Recognizing and Rewarding Progress
Acknowledging employee growth is crucial for motivation. Companies can recognize progress through promotions, salary increases, public recognition, or additional responsibilities. When employees see that their efforts are valued and rewarded, they are more likely to stay engaged and continue developing their career goals.
Supporting Managers in Employee Development
Managers are often the bridge between employees and career growth opportunities. Organizations should equip managers with the tools and training to have meaningful career conversations, provide constructive feedback, and advocate for their team members’ development. A company’s approach to career pathing is only as strong as the managers who help implement it.
Career Pathing vs. Career Mapping: What’s the Difference?
Although often used interchangeably, career pathing and career mapping have distinct meanings:
Career pathing is a structured, single route an employee follows to grow within an organization. It involves identifying a clear sequence of roles leading to a desired position, such as moving from an entry-level associate to a manager, then to a senior leader. This elevates a person beyond an employee’s current position beyond
Career mapping is a broader approach that outlines multiple potential career paths an employee could take. Instead of a single trajectory, career mapping considers various options, allowing employees to explore different roles, skill sets, and opportunities within the organization.
Traditional, effective career paths often follows a ladder-like structure, but modern approaches may include lateral moves or specialized expertise growth. Meanwhile, career paths encourages employees to think about career growth in a non-linear way, incorporating lateral moves, project-based experiences, or leadership transitions.
Comparisons of Career Pathing vs. Career Mapping
By incorporating both career pathing and career mapping, organizations empower employees to take control of their career paths while aligning their growth with the company’s evolving needs.
How Does Mentoring Enable Career Pathing?
Of course, it’s not enough for managers and employees to identify a career path. There is also not a one-size-fits-all career pathing template. However, mentorship can be used as a tool to make those moves and advancements possible. One Wharton report recommended mentoring and sponsorship as ways to improve affective commitment, reduce burnout and minimize turnover intent.
Here are some examples of how specific mentorship program can help with career paths:
- 1:1 mentoring gives employees a support system and sounding board to strategize their career goals. If the mentor is in a senior position of the organization, they can also connect mentees with key players and decision-makers within the organization.
- Mentoring circles allow employees the chance to develop specific skills that they may need to hone on to progress in their careers.
- Peer mentoring provides a platform for employees to network and build connections and relationships that may benefit down the road as they advance through the company.
An engaged employee is a productive one. If companies want to retain (and attract) top talent, it’s imperative to showcase a plan for a path forward that takes into account employee wants while priming a robust pipeline for the future of the organization. Learn how mentoring software can enable effective career pathing in your organization today!
