Career development is evolving beyond traditional upward climbs.
- Katy Edwards advocates for greater emphasis on sideways career paths.
- Many employees equate lateral moves with professional fulfillment.
- Workers prioritize skills acquisition and flexible work arrangements.
- HR teams are encouraged to recognize diverse career motivations.
The traditional career path, marked by climbing the corporate ladder into more senior roles, should no longer be the default option. Facilitator and coach Katy Edwards, founder of the learning & development firm Forest Digby, argues for a change in how career progression is perceived. Edwards believes HR teams and leaders must broaden their perspective on career advancement to include lateral movements, acknowledging that not everyone aspires to senior management roles.
Employees frequently express that proving their value seems possible only through upward promotions. However, this assumes a universal desire for managerial positions, which often isn’t the case as sideward career progression can be equally fulfilling. Lateral career paths might cater to individuals seeking new skills, cross-departmental transitions, or even industry changes. Such moves can also align with lifestyle choices like part-time work, remote flexibility, or generous leave policies.
Historically, those opting for sideways moves might have been seen as lacking ambition. Yet, attitudes are shifting, necessitating that management teams support this segment of the workforce. Edwards notes that employees today exercise greater autonomy over their career choices, often prioritizing roles that satisfy personal and professional needs over traditional advancement.
Recruitment is transforming, particularly as younger generations are more inclined to explore roles that may appear lateral but offer desired lifestyles. The challenge for HR teams is to reassess career development perspectives, recognizing that varied job experiences might reflect ambition and skill acquisition, not stagnation.
Neglecting the importance of lateral career movements could pose risks, as employees might seek opportunities elsewhere if they feel stagnant in their roles. HR and management should engage comprehensively with staff to understand individual career aspirations and motivations. Open lines of communication enable employers to better align with employee career development expectations, effectively directing training and resources.
Katy Edwards underscores the importance of listening to employees and recognizing that conventional upward mobility isn’t everyone’s goal. By valuing diverse career paths, businesses can foster improved working environments, enhance retention rates, and develop a more skilled workforce, thus positioning themselves for success.
Acknowledging and supporting sideways career paths can empower employees and benefit organizations.
