Career development does not only mean promotion. People grow in their careers in different ways, and today, many professionals switch jobs every 2–3 years on average.
There are multiple ways to define career growth. For some, moving to a more recognized company is an achievement. For others, joining a startup at an early stage is a success. And for many, growing internally within a company or team is the preferred path.
If you are reading this article, it likely means that developing your employees internally is important to you.
Two Main Paths of Career Growth
Career development can be defined as the outcome of actions on career plans, viewed from both individual and organizational perspectives.
There are two main paths of growth:
- lateral
- vertical
‣ Lateral Growth
Lateral growth focuses on gaining new skills and becoming more versatile.
It can be initiated by the company by identifying an employee’s strengths and helping them develop in that direction.
For example:
- a sales professional may have strong marketing skills
- the company can support their transition into that area
In many cases, fields are interconnected, and previous knowledge helps employees move forward.
As a result, employees transition into roles that better match their:
- skills
- interests
- ambitions
‣ Vertical Growth
Vertical growth, often called the “career ladder,” follows a more traditional path.
Employees grow by:
- achieving targets
- increasing responsibility
- moving to higher positions
When employees clearly understand that they have growth opportunities within the company, it can significantly increase engagement – in some cases by up to 70%.
Conclusion
As an employer, it is important to identify the most suitable path for each individual.
This should be supported by:
- clear documentation
- structured career paths
- ongoing training
Defined career development paths influence both the present and the future of your employees – and your company as a whole.
