When you have a clear set of career paths in place, it can help employees see their professional growth potential. These aren’t just paths for managerial positions, though – they can be for all types of roles within the company. In fact, some companies have specific career paths designed to bring hourly, non-degreed workers up the ladder into more highly paid, credentialed jobs.
This type of path helps reduce turnover. It shows employees that the organization values their work and wants them to be able to stay in the role for as long as possible. This can also be a huge motivator for employees to work hard, as it will give them a chance to move up faster.
Career paths can also provide employees with a good idea of what skills they need to be considered for promotions. For example, if an employee wants to move into management, they may need additional training or education before being considered for the position. The employer can then help them find the appropriate programs to take, either internally or through outside providers.
It’s important that managers drive the process by regularly discussing careers paths with their reports and including these discussions in performance reviews. Managers know their team’s strengths, skills and personality better than anyone else, so they should be able to create a path that is the best fit for each person. This will require some creativity on the part of management, but it’s an effective way to keep talent engaged and satisfied.