Did you know 70% of UK employees feel that personal learning and career development keeps them more engaged with their work? We explore why establishing career progression pathways in your workplace can improve employee engagement and ultimately lead to stronger talent retention and business growth.
Employee engagement is one of the most crucial factors in determining the success of a business. In the Gallup ‘State of the Global Workplace’ report, 10% of British workers stated being unengaged in their jobs, costing the UK £257 billion annually in productivity. In today’s competitive market, it’s not enough to offer a salary rise, business managers and owners must invest in their employees to keep them motivated and committed.
One of the most effective ways to improve this engagement is by showing your team a tangible route to personal growth through a career pathway. 70% of UK employees felt personal learning and career development kept them more engaged with the business they work for. For businesses looking to thrive, creating these pathways isn’t just beneficial for employees—it’s a strategic move that can drive business performance.
Why Career Pathways Matter For Employee Engagement
So what are career pathways and why do they matter? Career pathways are essentially structured roadmaps that outline how employees in your business can progress. They help employees gain a comprehensive understanding on the roles, skills, and experiences required to advance in a business, and what is expected of them.
Employees who understand how they can grow within the company are more likely to stay engaged, contribute, and remain loyal. When employees see a long-term future with their company they are more likely to invest in their work for the long-term, resulting in better performance and staff retention.
When organisations miss out on sharing career opportunities, employees often feel stuck in their roles, which can lead to stagnation, disengagement and higher leaving rates – resulting in higher turnover, higher recruitment costs and lost productivity for the business.
How Can Career Progression Pathways Improve Engagement?
1. Empowerment Through Growth
By setting up pathways this helps employees take ownership of their careers. When you can see the steps needed to advance, it not only boosts motivation but also gives sense of control over your future. Employees who feel they have a career, rather than just a job, tend to be more engaged and committed.
Maybe think about running sessions to take your team through potential development opportunities or communicate with your team how business role models have progressed.
2. Learning and Development Opportunities
Learning doesn’t end in the classroom and plays a major part in workplace development. In our recent blog, we explored the value that short courses can bring to organisations. Offering tailored learning and development programs to support with career development can be very beneficial.
Upskilling your workforce through training not only enhances their competencies but shows them that you’re invested in their long-term success. Whether it’s through continuous professional development, short course or cross-functional projects, offering continuous learning opportunities will keep employees engaged and prepared for future roles.
3. Internal Mobility
Internal mobility within a company can be a key reasons why employees leave. Creating opportunities for internal mobility—such as opportunities to move across departments or job rotations—can be an excellent way to improve employee engagement.
These opportunities allow employees to broaden their skill sets while exploring different areas of the business.
This keeps their roles dynamic and prevents the boredom that can lead to disengagement. Internal mobility also fosters a stronger sense of loyalty, as employees feel they can grow within the organization without having to leave.
4. Regular Feedback
Continuous feedback is key to maintaining engagement. Instead of waiting for an annual review, regular check-ins provide employees with ongoing insights into their performance and growth potential. You can also do this on a wider level as part of your management review.
Career coaching and guidance help employees align their career aspirations with the needs of the business, ensuring that everyone is working toward the same goals.
5. Recognising and Rewarding Feedback
It’s important to recognise and reward your team throughout their career with you. When employees feel their progress is acknowledged and valued, it increases their motivation to continue contributing at a high level.
Recognition doesn’t always have to be financial or in the form of free pizza or trips abroad—promotions, new responsibilities, or even public acknowledgment of achievements can make a big difference in employee engagement.
How can Managers Support Career Pathways?
Managers and business owners play a key role in guiding employees through their career journey. A strong leader and manager isn’t just focused on short-term business goals but is also invested in the personal and professional development of their team – which can lead to the best long-term outcomes.
Leading managers, who adopt a coaching mindset, embrace feedback and regularly engage with their team about their career goals, create a more engaged workforce.
By actively promoting a culture of growth and development, businesses can ensure their workforce remains motivated and aligned with the company’s long-term objectives.
The Business Impact of Stronger Employee Engagement
The benefits of improving employee engagement through well-structured career pathways extend far beyond employee satisfaction. Engaged employees can be more productive, innovative, and aligned with the direction of the company and its goals.
For SMEs looking to scale, having an engaged workforce is a competitive advantage that drives profitability and sustainability.
When employees feel valued and see a clear path to advancement, they are more likely to stay with your company, reducing turnover and the associated recruitment and training costs.
Additionally, an engaged workforce tends to be more collaborative and customer-focused, which directly impacts service quality and customer satisfaction.
It all Starts With Management
Setting up a strong foundation for employee engagement, starts with good approaches to workforce management.
Birmingham City University’s Help To Grow: Management Course can help you lay the foundations for good workforce practices with our part-funded 12 week programme, offering the tools and insights needed to improve overarching management practices and support your workforce, including ways to better engage your team.
Find out more how Help To Grow can help your team improve its approach to workplace management.
