{"id":96653,"date":"2023-03-23T11:02:35","date_gmt":"2023-03-23T09:02:35","guid":{"rendered":"https:\/\/factorialhr.com\/blog\/?p=96653"},"modified":"2026-03-27T14:37:15","modified_gmt":"2026-03-27T12:37:15","slug":"career-paths","status":"publish","type":"post","link":"https:\/\/factorialhr.co.uk\/blog\/career-paths\/","title":{"rendered":"The Benefits of Offering Clear Career Paths for Your Employees"},"content":{"rendered":"<p><i><span style=\"font-weight: 400;\">\u201cWhat does internal progression look like at your company?\u201d\u00a0<\/span><\/i><\/p>\n<p><span style=\"font-weight: 400;\">Any hiring manager will have heard this question asked time and time again by candidates during the interview process.\u00a0 As professional development is front of mind for candidates searching for a new role, offering <\/span><a href=\"https:\/\/factorialhr.co.uk\/blog\/career-paths\/\"><span style=\"font-weight: 400;\">clear career paths<\/span><\/a><span style=\"font-weight: 400;\"> within your company is key to attracting and retaining top talent. In this article, we\u2019ll cover exactly what that means and why it\u2019s so important.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\"><div class=\"js-toc toc\">\n<p class=\"js-toc-title toc__title\">Table of Contents<\/p>\n<nav id=\"fac_toc_nav\" class=\"js-toc-nav toc__nav\" aria-label=\"Table of Contents\"><ol class=\"toc__list toc__list--level-1\"><li class=\"toc-heading-level-2\"><a class=\"toc__link toc-link-heading-1\" href=\"https:\/\/factorialhr.co.uk\/blog\/career-paths\/#what-is-a-career-path\" title=\"What is a Career Path?\" data-target-id=\"what-is-a-career-path\">What is a Career Path?<\/a><\/li><li class=\"toc-heading-level-2\"><a class=\"toc__link toc-link-heading-2\" href=\"https:\/\/factorialhr.co.uk\/blog\/career-paths\/#the-benefits-of-career-paths\" title=\"The Benefits of Career Paths\u00a0\u00a0\" data-target-id=\"the-benefits-of-career-paths\">The Benefits of Career Paths\u00a0\u00a0<\/a><\/li><li class=\"toc-heading-level-2\"><a class=\"toc__link toc-link-heading-3\" href=\"https:\/\/factorialhr.co.uk\/blog\/career-paths\/#strategies-for-implementing-career-paths\" title=\"Strategies for Implementing Career Paths\" data-target-id=\"strategies-for-implementing-career-paths\">Strategies for Implementing Career Paths<\/a><\/li><li class=\"toc-heading-level-2\"><a class=\"toc__link toc-link-heading-4\" href=\"https:\/\/factorialhr.co.uk\/blog\/career-paths\/#challenges-of-implementing-career-paths\" title=\"Challenges of Implementing Career Paths\" data-target-id=\"challenges-of-implementing-career-paths\">Challenges of Implementing Career Paths<\/a><\/li><li class=\"toc-heading-level-2\"><a class=\"toc__link toc-link-heading-5\" href=\"https:\/\/factorialhr.co.uk\/blog\/career-paths\/#career-path-example-hr\" title=\"Career Path Example: HR\" data-target-id=\"career-path-example-hr\">Career Path Example: HR<\/a><\/li><li class=\"toc-heading-level-2\"><a class=\"toc__link toc-link-heading-6\" href=\"https:\/\/factorialhr.co.uk\/blog\/career-paths\/#creating-career-paths-with-factorial\" title=\"Creating Career Paths with Factorial\u00a0\" data-target-id=\"creating-career-paths-with-factorial\">Creating Career Paths with Factorial\u00a0<\/a><\/li><\/ol><\/nav><\/div><\/span><\/p>\n<h2><strong>What is a Career Path?<\/strong><\/h2>\n<p><span style=\"font-weight: 400;\">Simply put, <\/span><b>career paths involve a structured framework that outlines different career advancement opportunities available to your team members within your organisation.<\/b><span style=\"font-weight: 400;\"> Rather than leaving <\/span><a href=\"https:\/\/factorialhr.co.uk\/blog\/career-development\/\"><span style=\"font-weight: 400;\">career progression<\/span><\/a><span style=\"font-weight: 400;\"> up to chance, these paths give your team a roadmap for where they can go and how they can get there.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This structure means that your team members will know what skills and experience they need to gain, what roles they need to fill, and what qualifications they need to obtain. Their progression is made up of logical steps rather than vague promises of promotions or salary increases. <\/span><b>This clarity can increase your team\u2019s motivation, job satisfaction and <\/b><a href=\"https:\/\/factorialhr.co.uk\/blog\/employee-engagement-survey\/\" target=\"_blank\" rel=\"noopener\"><b>engagement<\/b><\/a><b>, as they will feel a greater sense of direction and purpose.<\/b><\/p>\n<p><a href=\"https:\/\/factorialhr.co.uk\/templates\/career-plan-template\"><img decoding=\"async\" class=\"aligncenter wp-image-96668\" src=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/03\/23110035\/careerplanmodel_11zon-1024x356.jpg\" alt=\"career plan model free template for career progression\" width=\"926\" height=\"322\" srcset=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/03\/23110035\/careerplanmodel_11zon-1024x356.jpg 1024w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/03\/23110035\/careerplanmodel_11zon-300x104.jpg 300w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/03\/23110035\/careerplanmodel_11zon-768x267.jpg 768w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/03\/23110035\/careerplanmodel_11zon.jpg 1097w\" sizes=\"(max-width: 926px) 100vw, 926px\" \/><\/a><\/p>\n<h2><strong>The Benefits of Career Paths\u00a0\u00a0<\/strong><\/h2>\n<p><span style=\"font-weight: 400;\">Offering <\/span><span style=\"font-weight: 400;\">in-work progression<\/span><span style=\"font-weight: 400;\"> can have hugely positive impacts on your workforce. Here are just a few.\u00a0<\/span><\/p>\n<ul>\n<li><b>Talent attraction<\/b><span style=\"font-weight: 400;\">. <\/span><a href=\"https:\/\/www.cipd.org\/globalassets\/media\/knowledge\/knowledge-hub\/reports\/resourcing-and-talent-planning-report-2022-1_tcm18-111500.pdf\"><span style=\"font-weight: 400;\">A survey by the CIPD<\/span><\/a><span style=\"font-weight: 400;\"> revealed that clear career development opportunities within your organisation are one of the most important factors in attracting candidates. They also suggest that clarifying career paths and implementing progression strategies can help to attract career returners and mid-career-changers who hope to diversify their skills and experiences.<\/span><\/li>\n<li><b>Talent retention<\/b><span style=\"font-weight: 400;\">. LinkedIn\u2019s <\/span><a href=\"https:\/\/learning.linkedin.com\/content\/dam\/me\/learning\/en-us\/pdfs\/workplace-learning-report\/LinkedIn-Learning_Workplace-Learning-Report-2023-EN.pdf\"><span style=\"font-weight: 400;\">2023 Workplace Learning Report<\/span><\/a><span style=\"font-weight: 400;\"> found that team members who had a more remarkable ability to make an internal move were<\/span> <span style=\"font-weight: 400;\">75% likely to stay at their organisation, a rate nearly 20% higher than those who did not have that same opportunity. Providing opportunities for growth can do wonders for your <\/span><a href=\"https:\/\/factorialhr.co.uk\/blog\/high-turnover-rate\/\"><span style=\"font-weight: 400;\">turnover rate<\/span><\/a><span style=\"font-weight: 400;\">! This can strengthen your bottom line, too, considering that the<\/span> <span style=\"font-weight: 400;\">loss of a single team member carries an average financial impact of \u00a330,614<\/span><span style=\"font-weight: 400;\">.<\/span><\/li>\n<li aria-level=\"1\"><b>Foster a learning culture. <\/b><span style=\"font-weight: 400;\">By supporting people to upskill, reskill and achieve their goals, you\u2019re actively creating a positive culture that encourages learning. Employees will be more engaged, motivated and satisfied as a result.\u00a0<\/span><\/li>\n<li aria-level=\"1\"><b>Improve productivity. <\/b><span style=\"font-weight: 400;\">When employees undergo training in either soft or technical skills, they\u2019re working towards bettering themselves <\/span><i><span style=\"font-weight: 400;\">and <\/span><\/i><span style=\"font-weight: 400;\">bettering the work they do. They\u2019ll be empowered with the knowledge needed to carry out their tasks more effectively.\u00a0<\/span><\/li>\n<li aria-level=\"1\"><b>Improve<\/b> <a href=\"https:\/\/factorialhr.co.uk\/blog\/succession-planning\/\"><b>succession planning<\/b><\/a><span style=\"font-weight: 400;\">. By identifying and training potential leaders within your organisation, you are ensuring there is a pipeline of qualified team members to fill future leadership positions.<\/span><\/li>\n<li aria-level=\"1\"><b>Diversity and inclusion. <\/b><span style=\"font-weight: 400;\">Providing equal opportunities for career advancement through <\/span><a href=\"https:\/\/factorialhr.co.uk\/blog\/diversity-and-inclusion\/\"><span style=\"font-weight: 400;\">workplace diversity management<\/span><\/a><span style=\"font-weight: 400;\"> will enable your team members to progress regardless of their backgrounds.\u00a0<\/span><\/li>\n<li aria-level=\"1\"><b>Alignment with organisational goals. <\/b><span style=\"font-weight: 400;\">When team members understand how their contributions fit into the bigger picture, they are more likely to be invested in achieving the organisation&#8217;s objectives.<\/span><\/li>\n<li aria-level=\"1\"><b>Enhanced knowledge transfer. <\/b><span style=\"font-weight: 400;\">As team members progress in their careers, they gain new skills and expertise to share throughout the organisation, leading to increased innovation and growth.<\/span><\/li>\n<\/ul>\n<p><img decoding=\"async\" class=\"aligncenter wp-image-96663\" src=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/03\/23105651\/pexels-ivan-samkov-7213191_11zon-1024x683.jpg\" alt=\"how providing your employees with clear career paths can benefit your company\" width=\"888\" height=\"592\" srcset=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/03\/23105651\/pexels-ivan-samkov-7213191_11zon-1024x683.jpg 1024w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/03\/23105651\/pexels-ivan-samkov-7213191_11zon-300x200.jpg 300w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/03\/23105651\/pexels-ivan-samkov-7213191_11zon-768x512.jpg 768w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/03\/23105651\/pexels-ivan-samkov-7213191_11zon-1536x1024.jpg 1536w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/03\/23105651\/pexels-ivan-samkov-7213191_11zon-2048x1366.jpg 2048w\" sizes=\"(max-width: 888px) 100vw, 888px\" \/><\/p>\n<h2><strong>Strategies for Implementing Career Paths<\/strong><\/h2>\n<p><span style=\"font-weight: 400;\">Clearly defining the different career paths available within your organisation and communicating them to your team is an integral part of the <a href=\"https:\/\/factorialhr.co.uk\/blog\/talent-management\/\">talent management<\/a> cycle. You can do this through job descriptions, career maps and other materials that outline the skills, experience and responsibilities required for each role. This way, your team can understand the<\/span><b> expectations and requirements for their current role and the opportunities for advancement.\u00a0<\/b><\/p>\n<p><span style=\"font-weight: 400;\">But providing clear pathways goes beyond the job spec. <\/span><a href=\"https:\/\/www.et-foundation.co.uk\/wp-content\/uploads\/2017\/08\/Career-progression-in-the-further-education-and-training-sector-FINAL.pdf\"><b>Research<\/b><\/a><b> shows that some of the most commonly reported barriers are a lack of encouragement, support, promotion or <\/b><a href=\"https:\/\/factorialhr.co.uk\/blog\/talent-development-plan\/\"><b>development opportunities<\/b><\/a><b>.<\/b><span style=\"font-weight: 400;\"> Here are a few ways you can overcome these in your workplace.\u00a0<\/span><\/p>\n<h3><b>Identify goals<\/b><\/h3>\n<p>Before you start developing each team&#8217;s internal career paths, you should determine the motivation and goals behind them.\u00a0Go through the following questions:<\/p>\n<ul>\n<li>Would you like to increase the motivation of your employees?<\/li>\n<li>Do you want to be better able to attract and retain top talent?<\/li>\n<li>Would you like to advertise the career paths externally, e.g. as part of employer branding?<\/li>\n<li>Would you like to intensify your succession planning?<\/li>\n<li>Do you want to make promotions more transparent?<\/li>\n<\/ul>\n<p>Also, think about the problems that currently exist in your teams. For example:<\/p>\n<ul>\n<li aria-level=\"1\">Do you have problems retaining talented people in the company in the long term?<\/li>\n<li aria-level=\"1\">Or do responsibilities overlap in certain departments?<\/li>\n<li aria-level=\"1\">Have you noticed, in surveys, that your employees are not very motivated?<\/li>\n<\/ul>\n<p>Write down the problems and the goals and think about how the career paths need to be created and implemented step by step in order to achieve the goals. Develop guidelines.\u00a0Determine whether the career paths should be developed for all employees in the company or only for individual departments or specific roles.<\/p>\n<h3><strong>Provide Training and Development Opportunities<\/strong><\/h3>\n<p><b>To help your team progress along their chosen career path, you should offer formal <\/b><a href=\"https:\/\/factorialhr.co.uk\/blog\/training-programs\/\"><b>training programmes<\/b><\/a><b>, mentoring or coaching, on-the-job training or job rotations.<\/b><span style=\"font-weight: 400;\"> By investing in your team&#8217;s professional development can increase their value to your organisation and help them achieve their career goals.<\/span><\/p>\n<h3><strong>Encourage Career Conversations<\/strong><\/h3>\n<p><span style=\"font-weight: 400;\">Regular career conversations can help identify your team\u2019s goals and aspirations.<\/span><b> These should inform your personalised action plans for their growth.\u00a0 <\/b><span style=\"font-weight: 400;\">Try to incorporate conversations about career progression into <\/span><a href=\"https:\/\/factorialhr.co.uk\/blog\/personal-development-review\/\"><span style=\"font-weight: 400;\">performance reviews<\/span><\/a><span style=\"font-weight: 400;\"> and one-on-one meetings.\u00a0<\/span><\/p>\n<h3><strong>Monitor and Evaluate Progress<\/strong><\/h3>\n<p><span style=\"font-weight: 400;\">To ensure your career path strategy is successful, identify and <a href=\"https:\/\/factorialhr.co.uk\/templates\/kpi-template\">track KPIs<\/a> related to <\/span><b>employee engagement, retention rates and promotion rates<\/b><span style=\"font-weight: 400;\">. Gather qualitative data, too, through feedback from your team on their experience with the programme. You can then use your findings to make any necessary adjustments.\u00a0\u00a0<\/span><\/p>\n<h2><strong>Challenges of Implementing Career Paths<\/strong><\/h2>\n<p><span style=\"font-weight: 400;\">This, in itself, will prove to be a challenging part of defining your career paths towards the large pool of talent you may have acquired. However, here are some additional hurdles you might face that are worth keeping in mind.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Interest levels vary. <\/b><a href=\"https:\/\/learning.linkedin.com\/content\/dam\/me\/learning\/en-us\/pdfs\/workplace-learning-report\/LinkedIn-Learning_Workplace-Learning-Report-2023-EN.pdf\"><span style=\"font-weight: 400;\">Job-seeking motivation varies across age groups<\/span><\/a><span style=\"font-weight: 400;\">, and not all prioritise personal development. Team members aged 18 to 34, who comprise a third of the UK workforce, are most likely to value career growth, learning, and skill-building opportunities. Those aged 35 to 49 find value in organisations that support <\/span><a href=\"https:\/\/factorialhr.co.uk\/blog\/work-life-balance-and-why-its-important\/\"><span style=\"font-weight: 400;\">work-life balance<\/span><\/a><span style=\"font-weight: 400;\">, whereas 50+ team members find more value in challenging and impactful work. Find ways to adapt your strategy to the needs of the latter two groups. For example, offer virtual training for parents that work from home.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Tracking progress.<\/b><span style=\"font-weight: 400;\"> Establish a system, such as performance reviews, goal setting, or regular check-ins with managers, and encourage your team to take ownership of their career development by <\/span><span style=\"font-weight: 400;\">setting clear goals<\/span><span style=\"font-weight: 400;\"> and regularly revisiting them. Using <\/span><a href=\"https:\/\/factorialhr.co.uk\/performance-management\"><span style=\"font-weight: 400;\">performance management<\/span><\/a><span style=\"font-weight: 400;\"> tools like the 9-box grid is an effective way to measure competencies and how they develop over time.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Balancing personal goals with organisational needs.<\/b><span style=\"font-weight: 400;\"> Create a framework that balances organisational needs with team members&#8217; goals, providing opportunities to discuss these with their managers.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Different learning styles and needs. <\/b><span style=\"font-weight: 400;\">Provide various training and development resources to accommodate different learning styles and conditions, such as online courses, workshops, coaching sessions and mentorship programmes.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Lack of managerial support:<\/b><span style=\"font-weight: 400;\"> Some managers may not have the skills or experience to support career development or may not prioritise it amidst their other responsibilities. Targeted training for managers could help them to understand the benefits and how to support team members in achieving their goals.\u00a0<\/span><\/li>\n<\/ul>\n<h2><strong>Career Path Example: HR<\/strong><\/h2>\n<p>HR career paths aren&#8217;t always straightforward. Some professionals advance from assistants to managers. However, others choose to move from a generalist to a more specialised role. Of course, there are also alternative career models.<\/p>\n<p>The availability of suitable positions, personal strengths of employees and further training opportunities within the company all play a role in career development.<\/p>\n<p>Within a company, size and organisation determine the respective needs. Larger companies may need an extensive HR team and offer different career levels. However, smaller companies may only need one or two employees to run HR processes.<\/p>\n<p>In short, career paths in HR fall into two categories:<\/p>\n<ul>\n<li aria-level=\"1\">HR Generalists: These positions are responsible for various HR-related tasks.\u00a0The HR career path of generalists traditionally leads from an HR assistant to a middle management position. With time and experience, professionals can advance to an executive director role.<\/li>\n<li aria-level=\"1\">Specialists: These are experts in a specific field.<\/li>\n<\/ul>\n<h3>HR Generalists: Career Path<\/h3>\n<p>The career path of HR generalists can look like this:<\/p>\n<ul>\n<li aria-level=\"1\"><b>HR Assistant: <\/b>HR assistants are above all the right hand of the HR manager.\u00a0They handle various tasks from recruiting to payroll.\u00a0While not always the case, responsibilities are often administrative in nature and data entry is a critical part of the job.<\/li>\n<li aria-level=\"1\"><b>HR Manager:\u00a0<\/b>HR management positions are typically filled by professionals with 3+ years of experience. Essentially, HR managers act as a bridge between the goals of the employees and those of the company.\u00a0In general, they are responsible for overseeing all HR tasks.\u00a0In addition, their responsibilities include recruitment, training, payroll, performance management, employer branding, employee relations and much more.<\/li>\n<li aria-level=\"1\"><b>HR leader:<\/b> Generally, these are leaders with far-reaching influence on the direction of the organisation. These are management positions for professionals with at least 15 years of experience.\u00a0The tasks include the development of strategies and the coordination and organisation of the HR team. HR managers ensure that HR is aligned with the company&#8217;s quarterly and annual goals.<\/li>\n<\/ul>\n<h2><strong>Creating Career Paths with Factorial\u00a0<\/strong><\/h2>\n<p><a href=\"http:\/\/www.factorialhr.co.uk\">Factorial<\/a> offers companies the opportunity to integrate certain required competencies for the individual hierarchical levels.\u00a0Employees can then be objectively assessed based on their competencies.<\/p>\n<p>There is also the option of listing the competencies of all employees in a 9-box grid model.\u00a0In the model, managers can have the top performers and low performers of the respective department clearly displayed.<\/p>\n<p>Advantages are:<\/p>\n<ul>\n<li aria-level=\"1\">High transparency for employees and managers<\/li>\n<li aria-level=\"1\">Visualisation according to objective criteria<\/li>\n<li aria-level=\"1\">Objective career planning<\/li>\n<\/ul>\n<p><a href=\"https:\/\/factorialhr.co.uk\/request-demo\"><img decoding=\"async\" class=\"aligncenter wp-image-83743 size-full\" src=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2020\/06\/10140921\/Book-free-demo.png\" alt=\"\" width=\"900\" height=\"308\" srcset=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2020\/06\/10140921\/Book-free-demo.png 900w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2020\/06\/10140921\/Book-free-demo-300x103.png 300w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2020\/06\/10140921\/Book-free-demo-768x263.png 768w\" sizes=\"(max-width: 900px) 100vw, 900px\" \/><\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>\u201cWhat does internal progression look like at your company?\u201d\u00a0 Any hiring manager will have heard this question asked time and time again by candidates during the interview process.\u00a0 As professional development is front of mind for candidates searching for a new role, offering clear career paths within your company is key to attracting and retaining<a href=\"https:\/\/factorialhr.co.uk\/blog\/career-paths\/\" class=\"read-more\"> [&#8230;]<\/a><\/p>\n","protected":false},"author":161,"featured_media":98483,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[337],"tags":[],"class_list":["post-96653","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-talent"],"acf":{"topics":"talent"},"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v21.5 (Yoast SEO v21.9.1) - 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