Career pathing is an essential element of any organization committed to fostering growth, development, and longevity. Failure to provide clear career opportunities for your employees can lead to a higher employee turnover rate. According to a recent Employee Engagement Report, the lack of adequate career pathing is one of the top 10 drivers of turnover intent.
To avoid losing your best people, here are three easy tips for creating compelling career paths for your employees:
Plan for the organization you want to build.
Before you start hiring, take a moment to meet with key stakeholders across the business to determine what you'll need for the future. Use this information to map out where your organization will be in the future and plan your current and future hiring needs accordingly.
Encourage internal mobility.
Your existing employees can be your best sources of hire, and those high-performing employees you want to keep? If they don't see internal opportunities, they'll find the right opportunities elsewhere. Use people data to determine whether an internal candidate will be successful in a new role and make it easy for them to take advantage of career growth opportunities.
Be open to redefining existing roles.
Job descriptions don't remain constant throughout the role's lifespan and shouldn't be treated as such. Sometimes, all it takes is a job description refresh to motivate an employee at risk of disengagement.
Creating compelling career paths is as much about the employee as it is about the organization. When those two components are aligned, magic can happen. Employees want to know there's a future for them in the organization so they can become invested and engaged. If you need help with talent optimization and developing effective career paths, contact Straightline Consulting today for expert advice and guidance.
