It’s one thing to get an employee in the door. It’s another to retain them for the long-term.

Career ladders, a metaphor where each step of the ladder represents a higher-level role within an organization, can support retention initiatives while creating a more appealing and positive work atmosphere, increasing employee satisfaction and professional development, and setting clear goals and expectations for each role.

In addition to the term career ladder, career lattice is another metaphor often used to describe the variety of career paths that can be explored. For many employees, satisfying career development is found in acquiring deep expertise and experience within their current role. For others wanting to apply their skills in a different role at the same level of responsibility, a lateral or diagonal move can be a solid career step.

When looking to move up to greater responsibility, dig deeper into greater skill and competency, or move laterally to a new challenge, it is important to encourage movement in the direction that best fits the employee’s goals and the organization’s operational priorities.

Whether employees and organizations are ladder minded or lattice minded, there are many benefits of having clear and concise career development options to:

1. Attract quality talent: Clearly defined career options can help attract top talent to your organization. Qualified individuals with in-demand skills often want to work at companies that have a path to leadership positions and provide opportunities for growth.

2. Inspire new team members: By having a dedicated series of steps from one position to the next, you can inspire and motivate new members of your team. The opportunity to have continuous training, growth opportunities, and regular promotions can be exciting for employees who may not have had the same options at similar jobs with their existing qualifications. This can inspire a culture of positivity and motivation throughout the team.

3. Increase employee retention: Structured growth is an effective strategy for improving employee retention. Employees who value their own skills and qualifications often seek professional development, regular promotions, and opportunities for more responsibility. If they don’t see a way to advance or develop, they may search for opportunities elsewhere. By having an infrastructure for training, development, and promotion, qualified employees are assured that they can grow within the company over time. When employees feel like they are making progress in their careers and are being recognized for their contributions, they are more likely to be satisfied with their jobs and stay committed to the company.

4. Provide clarity, focus, and purpose at all levels: well-defined career opportunities with clear tracks specific to individual roles offers meaning, clarity, and structure for people at all levels of an organization. It sets clear expectations, making discussions around performance and promotion opportunities more objective.

5. Encourage skill development: Every career development goal presents the opportunity for employees to develop new skills and take on additional responsibilities. A clear path for advancement allows employees to see how their current role fits into the larger vision for the company and defines the skills they would need to develop and move up the ladder. This can result in engaged, motivated employees and a more skilled and versatile workforce for the company.

6. Improve communication: Intentional career planning, whether following a ladder or a lattice approach can help improve communication between employees and their leaders. By setting expectations and providing regular, transparent feedback, leaders can help employees understand the steps they need to take to advance their careers. This helps build trust and improve relationships, which can lead to better collaboration and more successful teamwork.

When employees understand the opportunities available to them and the next step in their career within your organization, they feel valued and know that their leaders are invested in their growth, providing them with a vision of their future with your organization. Overall, clearly defined career opportunities can be a valuable tool for organizations looking to attract and retain top talent, develop their employees’ skills, and create a more engaged and motivated workforce.

These blogs were written in collaboration with ADAA’s Institutional Member organization Rogers Behavioral Health as part of our Mental Health Career and Job Center offerings.