Career Path Design

Laying out career paths in a flattened and changing organization is more difficult than ever. Constant linear and upward progression should not be assumed. To gain the ‘multi-skilling’ across disciplines discussed earlier, expectations should be managed that career paths are not limited to the part of the organization they started with. Show that logical transition points that move up, down and sideways are supported and encouraged, and the opportunity for constant learning and education is the path to success.

Keeping Current and On Track

Once created, career paths and plans should not just be left in a file. The company, department and individuals change. This is a living process that should be reviewed at least once a year to discuss progress and make modifications as necessary.

Failing to create a clearly defined and attainable career path can lead to high and costly turnover. Employees who are without goals or feel that they have stagnated are likely to start looking elsewhere for new opportunities. It has implications for recruiting as well. Frequently potential employees have a choice of which employer meets their needs today and in the future. Those employers that demonstrate their willingness and ability to invest in the growth of their employees will be selected over those that don’t.

An established and successful career path program will demonstrate career diversity, learning opportunities and a company culture where employees want to work and thrive. With careful planning, even the most flat and dynamic organization can become a productive environment where management provides a clear roadmap to every employee for success.

---