Not everyone should be promoted to manager. Here’s how leaders can guide alternate career paths

Try to explore what opportunities may be available and could motivate people.

• What business needs require a more experienced employee?
• Are there options for high performers to become their own manager and continue to do meaningful work?
• Is there a way for struggling managers to "step off" into a meaningful position that better fits their strengths and interests?

Sometimes just being given a new opportunity to learn and grow can be very helpful.

People don't know what they don't know. Creating greater awareness of what's possible helps people find the next step.

• Clearly describe and outline dual career paths within your organization - ones with and without management requirements.
• Consider asking them what they would like to experience in terms of roles and responsibilities so you can present targeted opportunities to them.

Encourage talent enhancement for employees to develop their existing skills or learn new ones that can help them get on a defined career path.

Pair employees with "peer mentors" and give employees at all levels the opportunity to contribute their expertise to enhance someone else's. This can lead to an enhanced sense of connectivity within your team or overall culture.