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Cracking The ‘Career Pathing’ Code
How to Prioritise Internal Success and Long-Term Growth
As a business leader or employer, you play an active role
in helping your employees plan their careers as doing so
not only benefits the employees but also your business.
Mapping out your employees’ careers give them a
roadmap for their future at your organisation as ensures
they remain motivated, engaged, and productive
towards their long-term career objectives.
Click here to read more: 9 Strategies for Effective Employee Transition in the Workplace
Ultimately, this allows them to
increase employee retention
rates and encourage long-
term loyalty.
Professional growth is a
priority for today’s employees.
They want to build skills, seize
opportunities and explore
new roles.
As such, implementing career programmes is
crucial to help them achieve success and
fulfillment in their professional life.
In addition, actively engaging in your team’s
career path contributes significantly to
business growth and sustained success.
Click here to read more: Building a Successful Learning Culture in Your Organisation
What is
Career
Pathing?
6
Career pathing is the deliberate act of
planning an employee’s career pathway -
which outlines how they progress to
different roles that make the most of their
talents and fulfill their career aspirations.
Career pathing helps your employees
evaluate their skills, interests, and
experience, to identify internal
advancement opportunities.
This structured approach allows your
employees plan their career trajectories,
starting from entry-level positions and
progressing to leadership roles within
their unit or department.
However, not everyone uses career paths to move up the career ladder. Some could
be more interested in a lateral move that closely aligns with their goals and interests.
Click here to read more: Preparing for the Future: Succession Planning Guide in Times of Change
Career pathing requires a deep
understanding of your employee’s
interests and capabilities.
By recognising their unique strengths,
you can tailor career paths that are both
personally fulfilling for them and
strategically advantageous for your
organisation’s goals.
10
Advantages of Career Pathing for Employers
Attract Top Talent
Offering robust career pathing opportunities
makes your organisation more attractive to
top talent
Improved Employer
Brand
Prospective employees are drawn to
companies that invest in their development
and offer clear pathways for advancement
Continuous Learning
Empowering employees to enhance their
skills for new roles that align with their
career objectives promotes a culture of
continuous learning
Employee Retention
A clear-cut career map encourages
employees to look for internal advancement
opportunities rather than searching for new
positions at other companies.
Increased Productivity
Career pathing fosters a sense of purpose
and direction, leading to increased
productivity, higher quality work, and
greater alignment with organizational goals
Prepare for the Future
By gaining insight into your employees’ skills
and abilities, you can identify which
employees are best suited for more
advanced positions for succession planning.
Benefits of Career Pathing for Employees
Career pathing gives your employees a sense of job security as it
demonstrates your commitment to form a long-term working
relationship with them.
Sense of Job Security
01
Employees always want to be sure that their job roles are not a dead
end. By mapping out their futures, they have something to work
towards and won’t feel the need to look for external opportunities.
Creates a Progression Plan
02
Your employees need to be able to trust you. Actively engaging in
their career pathing builds trust by giving them a clear idea of where
they stand and how they can continue to progress.
Sense of Trust
03
Tips for Effective Career Pathing
STEP
03
STEP
01
STEP
04
STEP
02
Drive Career
Conversations
Create Employee
Development Plan
Assess your
business goals
Track Progress
and Performance
STEP
03
STEP
01
STEP
04
STEP
02 Start by assessing your business’ needs,
goals, and growth trajectory. Align
employees’ career path with the strategic
objectives of your organisation.
Whether it's expanding into new markets
or improving operational efficiency, a
thorough grasp of these objectives is
crucial for maximising the effectiveness of
career pathing efforts.
Assess your
business goals
STEP
03
STEP
01
STEP
04
STEP
02 Hold regular conversations with your
employees to learn about their short- and
long-term career goals. This will help identify
the direction they want to take in their
careers.
In addition, incorporate these conversations
into performance evaluations and individual
meetings to create personalized action plans
for their development.
Drive Career
Conversations
Click here to read more: Internal Recruitment: How to Pick the Right Employee for Internal Vacancies
STEP
03
STEP
01
STEP
04
STEP
02 Upskilling and reskilling are crucial for
building an effective career plan. Providing
your employees opportunities to learn is
more likely to help them meet their career
goals.
Build tailored career development plans to
help each employee progress toward their
goals. This may include elearning
programmes,, certifications, coaching, and
mentoring to learn the skills needed for the
next stage of their career journey.
Create Employee
Development Plan
STEP
03
STEP
01
STEP
04
STEP
02 Monitor and assess employee’s performance
regularly to ensure they feel supported and
have the resources they need to reach their
goals.
A two-way communication is also important
to give and receive feedback on what’s
working and what could be improved.
Track Progress and
Performance
Career pathing is an ongoing process…
Career pathing is an effective tool for
organisations that want to encourage professional
growth. However, it requires a continuous effort
to get it right.
Your employee’s goals and organisational needs
will change over time and their career paths may
need to adapt. Evaluate your career pathing
programme annually to ensure it remains relevant
and your employees stay engaged.
YOUR BUSINESS YOUR PEOPLE OUR FOCUS
=
Workforce Group
… We go beyond
Workforce by Numbers
17
Year-old Startup
8
Businesses
120+
Consultants
20
African Countries
8000+
Outsourced
Employees
1200-
capacity
Learning Facility
115+
Computer-based
test facility
250+
Clients
10+
Industries Served
36
States in Nigeria
READY TO GET
STARTED?
Visit www.workforcegroup.com or
Send an email to -
hello@workforcegroup.com

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Cracking the 'Career Pathing' Slideshare

  • 1. Cracking The ‘Career Pathing’ Code How to Prioritise Internal Success and Long-Term Growth
  • 2. As a business leader or employer, you play an active role in helping your employees plan their careers as doing so not only benefits the employees but also your business. Mapping out your employees’ careers give them a roadmap for their future at your organisation as ensures they remain motivated, engaged, and productive towards their long-term career objectives. Click here to read more: 9 Strategies for Effective Employee Transition in the Workplace
  • 3. Ultimately, this allows them to increase employee retention rates and encourage long- term loyalty.
  • 4. Professional growth is a priority for today’s employees. They want to build skills, seize opportunities and explore new roles. As such, implementing career programmes is crucial to help them achieve success and fulfillment in their professional life. In addition, actively engaging in your team’s career path contributes significantly to business growth and sustained success. Click here to read more: Building a Successful Learning Culture in Your Organisation
  • 6. 6 Career pathing is the deliberate act of planning an employee’s career pathway - which outlines how they progress to different roles that make the most of their talents and fulfill their career aspirations.
  • 7. Career pathing helps your employees evaluate their skills, interests, and experience, to identify internal advancement opportunities. This structured approach allows your employees plan their career trajectories, starting from entry-level positions and progressing to leadership roles within their unit or department.
  • 8. However, not everyone uses career paths to move up the career ladder. Some could be more interested in a lateral move that closely aligns with their goals and interests. Click here to read more: Preparing for the Future: Succession Planning Guide in Times of Change
  • 9. Career pathing requires a deep understanding of your employee’s interests and capabilities. By recognising their unique strengths, you can tailor career paths that are both personally fulfilling for them and strategically advantageous for your organisation’s goals.
  • 10. 10 Advantages of Career Pathing for Employers Attract Top Talent Offering robust career pathing opportunities makes your organisation more attractive to top talent Improved Employer Brand Prospective employees are drawn to companies that invest in their development and offer clear pathways for advancement Continuous Learning Empowering employees to enhance their skills for new roles that align with their career objectives promotes a culture of continuous learning Employee Retention A clear-cut career map encourages employees to look for internal advancement opportunities rather than searching for new positions at other companies. Increased Productivity Career pathing fosters a sense of purpose and direction, leading to increased productivity, higher quality work, and greater alignment with organizational goals Prepare for the Future By gaining insight into your employees’ skills and abilities, you can identify which employees are best suited for more advanced positions for succession planning.
  • 11. Benefits of Career Pathing for Employees Career pathing gives your employees a sense of job security as it demonstrates your commitment to form a long-term working relationship with them. Sense of Job Security 01 Employees always want to be sure that their job roles are not a dead end. By mapping out their futures, they have something to work towards and won’t feel the need to look for external opportunities. Creates a Progression Plan 02 Your employees need to be able to trust you. Actively engaging in their career pathing builds trust by giving them a clear idea of where they stand and how they can continue to progress. Sense of Trust 03
  • 12. Tips for Effective Career Pathing STEP 03 STEP 01 STEP 04 STEP 02 Drive Career Conversations Create Employee Development Plan Assess your business goals Track Progress and Performance
  • 13. STEP 03 STEP 01 STEP 04 STEP 02 Start by assessing your business’ needs, goals, and growth trajectory. Align employees’ career path with the strategic objectives of your organisation. Whether it's expanding into new markets or improving operational efficiency, a thorough grasp of these objectives is crucial for maximising the effectiveness of career pathing efforts. Assess your business goals
  • 14. STEP 03 STEP 01 STEP 04 STEP 02 Hold regular conversations with your employees to learn about their short- and long-term career goals. This will help identify the direction they want to take in their careers. In addition, incorporate these conversations into performance evaluations and individual meetings to create personalized action plans for their development. Drive Career Conversations Click here to read more: Internal Recruitment: How to Pick the Right Employee for Internal Vacancies
  • 15. STEP 03 STEP 01 STEP 04 STEP 02 Upskilling and reskilling are crucial for building an effective career plan. Providing your employees opportunities to learn is more likely to help them meet their career goals. Build tailored career development plans to help each employee progress toward their goals. This may include elearning programmes,, certifications, coaching, and mentoring to learn the skills needed for the next stage of their career journey. Create Employee Development Plan
  • 16. STEP 03 STEP 01 STEP 04 STEP 02 Monitor and assess employee’s performance regularly to ensure they feel supported and have the resources they need to reach their goals. A two-way communication is also important to give and receive feedback on what’s working and what could be improved. Track Progress and Performance
  • 17. Career pathing is an ongoing process… Career pathing is an effective tool for organisations that want to encourage professional growth. However, it requires a continuous effort to get it right. Your employee’s goals and organisational needs will change over time and their career paths may need to adapt. Evaluate your career pathing programme annually to ensure it remains relevant and your employees stay engaged.
  • 18. YOUR BUSINESS YOUR PEOPLE OUR FOCUS = Workforce Group … We go beyond
  • 19. Workforce by Numbers 17 Year-old Startup 8 Businesses 120+ Consultants 20 African Countries 8000+ Outsourced Employees 1200- capacity Learning Facility 115+ Computer-based test facility 250+ Clients 10+ Industries Served 36 States in Nigeria
  • 20. READY TO GET STARTED? Visit www.workforcegroup.com or Send an email to - hello@workforcegroup.com