How Career Pathing and Career Latticing Elevate Employee Retention

In the fast-evolving employment landscape, employee retention is key for organizations looking to maintain stability and growth. One powerful tactic to add to your employee retention strategy is personalized career development and support, which includes both career pathing and career latticing.

According to our 2023 Talent Retention Report, 20.5% of employees left a job because of a lack of growth and advancement opportunities, and 28.6% said they would hypothetically stay with an employer if offered these opportunities. This article dives into career pathing and career latticing and explains how they can help employers keep their best people.

What Are Career Pathing and Career Latticing?

First, let's break down the differences between these two tactics.

Career Pathing

Career pathing is your traditional approach to career progression. Employees are set on a structured path with clear titles and roles, usually vertical in trajectory with promotions.

For example, an Administrative Assistant’s career path may involve progressing to Administrative Coordinator, then Office Manager, and a Marketing Coordinator may jump to Marketing Manager, then Marketing Director.

Clear career paths provide structure and a defined route for progression, making it easier for HR to manage expectations and for employees to set career goals with confidence. Employees on a path can see their futures, which is incredibly motivating. They understand the qualifications they need to advance and the skills required to do so, which they can cultivate with support from their managers and the company as a whole.

Career Latticing

Career latticing is about helping employees move horizontally by equipping them with skills that span different job functions or departments and align better with their goals and passions.

For instance, a Sales Specialist with a strong interest in hiring could eventually move laterally into a recruiting position with the HR department instead of moving upward into sales management.  

One of the biggest positives of latticing is its ability to foster a highly dynamic, adaptable, and engaged workforce. Employees are more capable of stepping into roles where their skills are needed. However, to use career latticing successfully, you need to be particularly attentive to your employees' individual desires and motivations so they aren’t moved into a position they ultimately dislike.

Benefits of Career Pathing & Career Latticing

Employees who see a future with an organization are far more likely to remain loyal and engaged. Providing clear growth opportunities through career pathing and latticing ensures that employees stay inspired and committed.

Job-hopping is no longer taboo, and employees know this. By offering robust and customizable career development programs, you can discourage your team members from seeking opportunities elsewhere as their aspirations change.

And while fostering employee loyalty is important, career pathing and latticing also help attract talent. Prospective employees are just as interested in how they can grow within a company as those who are currently employed. Your commitment to employee growth and development will help you stand out to potential recruits.

Implementing Successful Career Pathing & Latticing Programs

Using these strategies is more than just designating a path or lattice for employees – it’s a cultural shift that shows you truly value them. Here are quick tips for effective career pathing and latticing.

Tailor Paths to Individual Goals

One size doesn’t fit all when developing employee career paths. Everyone is unique, and your career development programs should reflect this. Start by understanding each person’s ambitions and skills through one-on-one meetings, surveys, or feedback sessions. Then, create a visual career map or matrix that illustrates their path within your organization.

Communicate Continuously

Check in regularly to review progress and ensure your career pathing or latticing efforts are still aligned with employees’ goals and your organization’s goals. You may need to adjust based on changes within your company, industry trends, or your team members’ aspirations.

Empower Skill Building

Actively provide, encourage, and sponsor skill development through professional development so that whatever move your employees make, they are set up for success. Cover the costs of relevant training programs, workshops, and certifications to help staff acquire new skills and enhance existing ones.

Enlist Mentors & Coaches

Find mentors – whether inside or outside of your organization – who can guide your associates along their career paths. Whether they are moving up or laterally, your employee is making a career change and will benefit from additional support.

Career pathing and career latticing can simplify attracting and retaining top talent, which is crucial in maintaining a competitive edge. Flexible yet structured, these approaches offer organizations the chance to keep employees fulfilled and engaged while investing in the future.

Explore our Resource Center for more guidance on employee engagement and retention.