Why Career Ladders Are Outdated and What Employees Want Instead

For decades, the traditional career ladder has been the gold standard for professional growth. The idea was simple: work hard, climb the ranks, and eventually land that corner office. But here’s the thing—today’s employees aren’t buying into that linear path anymore. The career ladder is outdated, and it’s time companies rethink how they support employee growth.

So, what do employees actually want instead? Let’s explore.

The Problem with Traditional Career Ladders

1. Limited Opportunities:
   In many organisations, there are only so many senior roles to fill. Not everyone can move up, leading to frustration.
2. Rigid Structures:
   Linear growth doesn’t account for employees who want to explore different roles, industries, or skills.
3. Slow Progression:
   Waiting years for a promotion doesn’t align with the fast-paced ambitions of today’s workforce.
4. Outdated Success Metrics:
   Titles and promotions don’t always reflect real contributions or potential.

What Employees Want Instead

1. Career Lattices:
   Think of it as a web, not a ladder. Employees want the freedom to move laterally, explore new departments, and diversify their skills.
2. Skill Development:
   Opportunities to learn and grow—through courses, certifications, and hands-on projects—are more valuable than a new title.
3. Project-Based Roles:
   Working on cross-functional projects allows employees to expand their expertise and build networks across the company.
4. Mentorship and Coaching:
   Guidance from experienced leaders helps employees navigate their careers, even if they’re not climbing a traditional ladder.
5. Flexible Career Paths:
   Employees want options—whether it’s shifting to a new role, taking on leadership responsibilities, or deepening expertise in their current field.

Why This Shift Matters

1. Attracts and Retains Talent:
   Offering diverse growth paths helps attract top talent and keeps them engaged longer.
2. Encourages Innovation:
   Employees who explore different roles bring fresh perspectives and ideas.
3. Boosts Employee Engagement:
   People stay engaged when they feel challenged and are learning new skills.
4. Prepares for Future Skills:
   The job market is evolving. Focusing on skill development future-proofs both employees and the organisation.

How Companies Can Adapt

1. Offer Lateral Moves:
   Encourage employees to move across departments and roles to broaden their skills.
2. Invest in Learning and Development (L&D):
   Provide access to courses, workshops, and learning platforms.
3. Create Project-Based Opportunities:
   Let employees participate in cross-functional projects to build experience beyond their core roles.
4. Prioritise Mentoring:
   Pair employees with mentors who can guide them through various career possibilities.
5. Recognise Diverse Achievements:
   Celebrate learning milestones, successful projects, and skill development—not just promotions.

Companies Leading the Way

• Microsoft: Emphasises continuous learning with internal mobility and cross-functional projects.
• Deloitte: Offers a career lattice model that encourages employees to pursue diverse roles across the company.
• Google: Provides employees with the autonomy to explore different teams and projects, fostering both lateral and vertical growth.

Final Thoughts

The traditional career ladder no longer fits the dynamic, fast-paced workforce of today. Employees want more than just promotions—they want opportunities to grow, learn, and shape their own paths. Companies that embrace flexible career development models will not only engage their employees but also stay ahead in a constantly changing business world.

It’s time to stop handing out ladders and start building lattices.

About Author

Amol Londhe

Amol Londhe is a visionary leader and expert in employee experience and organizational development. With years of experience in shaping people-centric workplaces, Amol combines strategic insight with a deep understanding of human behavior to drive engagement and performance. His work focuses on creating inclusive cultures, fostering innovation, and aligning employee well-being with business success. As a passionate advocate for meaningful workplace transformation, Amol empowers organizations to unlock their full potential through thoughtful leadership and data-driven strategies. The Art and Science of Employee Experience reflects his dedication to reshaping the future of work.