About 1 in 5 employees leave their employers because of the lack of growth opportunities. It is the leading cause of employee attrition and has been for the last decade.

What is the next natural step in your career? Your manager should be able to answer that. And if they don’t have ideas, HR is the next place to go.

The reality is that careers are as unique as the employee on the journey. Sometimes you get a promotion. Other times you make a lateral move or take a lower-level job to broaden your experience and knowledge. Then you go to a higher-level job and get more money and responsibilities.

Regardless of your personal career journey, your employer should be able to help you define a development plan so you can continue to grow and learn.

Career paths are not difficult to define.

Step 1 - Group jobs by their functional focus. Example: Accounting, Finance, Legal, Sales, Operations, HR, IT, Marketing, Communications, Government Relations, etc.

Step 2 - Define career levels. Many employers have an individual contributor career path and a management or supervisory career path. Executives are typically in their own category.

Step 3 - Proactively design jobs to ensure that there is a logical path for employees and their managers to use as they develop their skills and capabilities. Of course, make sure these jobs and work being performed are needed by the company.

That's it. My team and I do these Job Architecture/Career Path projects all the time. And we love knowing that we are contributing to the development of employees, so they stay with their employers and add value.

It is expensive to have turnover. Recruiting qualified candidates, the interview process, and onboarding new employees takes time. Time is money.

Source: Work Institute’s Retention Report

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