People don't know what they don't know. Creating greater awareness of what's possible helps people find the next step.
<ul>
<li>Clearly describe and outline dual career paths within your organization - ones with and without management requirements.</li>
<li>Consider asking them what they would like to experience in terms of roles and responsibilities so you can present targeted opportunities to them.</li>
</ul>

Define career path profiles based on required skills

Try to explore what opportunities may be available and could motivate people.
<ul>
<li>What business needs require a more experienced employee?</li>
<li>Are there options for high performers to become their own manager and continue to do meaningful work?</li>
<li>Is there a way for struggling managers to "step off" into a meaningful position that better fits their strengths and interests?</li>
</ul>
Sometimes just being given a new opportunity to learn and grow can be very helpful.

Reflect on the needs of the business

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.

Enable upskilling with mentors

Since the start of the Great Resignation, millions of employees worldwide transitioned jobs and careers. The next great reckoning to pay attention to is creating opportunities for multifaceted career growth outside of management.
For many professionals with exceeding aspirations, the next step is becoming a manager. They are often promoted to managers because they are good at what they do, but being great at one role doesn't guarantee that they will also be great at making others better.

Creating opportunities for multifaceted career growth

Part of companies celebrating diversified perspectives and talents means admitting that some aren’t meant to become managers. Bad managers can be causing high levels of turnover.
Leaders should remember that employees choose where they want to work and what they want to do. Becoming a manager should be a choice not prompted by career progression. There are ways to create alternate career paths for those who don't want or are not a good fit for a managerial role but can still grow.

Finding alternative career paths

How upskilling helps businesses adapt to a rapidly changing labour market

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Careers shouldn’t always be viewed as ladders to climb to higher positions argues Apps Associates Lydie Fox. Sometimes a new opportunity to learn and grow can make all the difference.

Finding alternative career paths

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