Client Case Study: Navigating Career Stagnation and Growth Opportunities

The Challenge: A client of ours was experiencing low employee engagement, with many staff members feeling stuck in their current roles and uncertain about their future within the organization. Employees were unsure about what growth paths were available, leading to frustration and the risk of losing top talent. The lack of clear career development options was also affecting motivation and overall productivity.

HR Solution: Crafting Clear Career Paths and Succession Planning

We partnered with the company to address these concerns by developing comprehensive career plans, identifying potential growth opportunities, and supporting a succession plan to ensure business continuity.

1. Mapping Out Career Growth Paths: We conducted an in-depth analysis of each role within the organization to define clear responsibilities and identify logical career progression pathways. These pathways were designed to address not only current roles but also positions that may emerge as the company grows. By focusing on future roles, the company ensured it would have the talent needed for expansion while giving employees something to aspire to.

   
   

2. Skills Development at Every Level: We structured the career paths into multiple tiers, each with its own set of skills and responsibilities:

   • Professional Level: Focus on continuous learning, attending conferences, reading relevant books, and mastering customer service. Employees were encouraged to live by the company’s values and develop strong foundational skills.

   • Supervisor/Managerial Level: Emphasis was placed on leadership development, networking, representing the company’s brand, mentoring others, and staying abreast of industry trends. At this level, employees were also responsible for managing client relationships and supporting company values.

   • High-Level Leadership: Involved learning about company financials, strategic decision-making, supporting succession planning, and developing the broader team. Leaders were tasked with overseeing engagement initiatives and fostering a culture of recognition and growth across the company.

     
     

3. Comprehensive Growth Plan Documentation: We mapped out these career growth pathways and created a clear, accessible document that outlined expectations, skills, and opportunities at each level. Employees were encouraged to refer to this document and actively engage with their leaders about their career development. This transparency provided staff with a sense of direction and motivation to pursue growth.

   
   

4. Encouraging Cross-Departmental Learning: Job shadowing and cross-departmental meetings were encouraged at all levels. This helped employees gain insights into other roles, expand their skills, and foster collaboration across teams. On-the-job training, continuous learning platforms, and support for attending conferences and networking events further enriched the company’s talent development strategy.

The Result: By creating and communicating clear growth paths, the company saw an immediate improvement in employee engagement. Staff felt valued and supported in their development, leading to greater productivity and reduced turnover. Employees knew exactly what skills and behaviours were required to progress, creating a motivated workforce aligned with the company’s long-term vision.

The introduction of cross-departmental collaboration also strengthened teamwork, while the focus on leadership development prepared the company for future growth with a strong succession plan in place. This holistic approach to career development created a thriving environment of continuous learning and growth.

Is your team feeling stuck or unsure of growth opportunities within your company? We can help you create clear, motivating career paths to foster employee engagement and retention. Reach out to Emma today at emarriott@iris-hr.com to get started!