The Secret to Retention Most Companies Ignore

Leslie Speas
3 hours ago
3 min read

Do you have career paths established in your organization? If not, why not? Career paths are one of the most powerful tools to attract, retain and engage employees, even more than fancy perks or pay raises!

In today’s competitive job market, employees want to know there’s a future for them in your organization. When they can see how to grow, they’re at least 3 times more likely to stay and thrive. And it doesn’t cost much to create, just time but can create great savings as it relates to turnover and engagement.

Who should do it? I would argue that if you have 10 or more jobs in your organization, you should evaluate this as a potential strategy.

So, what are you waiting for?

Step-by-step guide here:

1. Start with Strategy

Before you chart a path, you need to know where you're going.

Ask yourself:

What roles will be critical to the business over the next 3–5 years?
What skills will we need to compete and grow?
Are we building future leaders internally or always hiring externally?

2. Define Job Families and Role Levels

Group similar roles into job families (e.g., Marketing, Operations, IT), and then define clear levels within each (e.g., Associate → Specialist → Senior → Manager or Levels I→II→ III).

This structure helps employees understand:

Where they are now
Where they can go
What’s next on the ladder—or lattice

Yes, lattices matter (meaning opportunities for lateral moves). Not everyone wants to climb. Some want to grow in depth, not height.

3. Clarify Competencies and Expectations

What does it take to succeed at each level? Be specific about:

Skills (both technical and soft skills)
Behaviors
Experience
Education needed

4. Map It Out

Make it visual.

Career maps or ladders give employees something tangible to reference. Show:

Vertical growth (e.g., from Recruiter to Talent Manager)
Lateral moves (e.g., from Marketing to Customer Experience)
Cross-functional opportunities (e.g., HR to Learning & Development)

Transparency reduces ambiguity and anxiety.

5. Identify Skill Gaps

Use assessments, performance reviews, and manager input to identify where employees are now vs. where they want to be.

This gap analysis helps shape:

Training and development plans
Stretch assignments or job rotations
Coaching or mentoring needs

6. Support with Individual Development Plans

Career pathing without development support is just wishful thinking.

Help employees create Individual Development Plans (IDPs) that include:

Their short- and long-term career goals
Skills or experiences they need
Development actions and timelines

Bonus tip: Train managers on how to hold meaningful career conversations. Many avoid them because they don’t feel equipped.

7. Communicate. Communicate. Communicate.

If no one knows the career paths exist, they don’t exist.

Promote them through:

Onboarding
Performance discussions
Internal communications
Talent reviews

Highlight real stories of internal mobility and growth. Make it part of your culture.

8. Evaluate and Adjust

Track progress. Are people moving through the paths? Are retention and engagement improving?

Ask for feedback. Adjust for business changes. Iterate often.

Final Thought

Career pathing doesn’t have to be complicated. It just has to be intentional.

When employees can see a future with your organization and feel supported in getting there, they’re more likely to stay, grow, and contribute in bigger ways.