The Importance of Career Ladders

Career ladders are an organizational process that outlines your potential job progression at an organization. As you demonstrate your abilities, you can move up the career ladder, with each metaphorical “rung” providing greater responsibilities and opportunities.

According to research by MIT, 67% of surveyed workers said they want to advance in their careers, but 49% said the lack of good career advice has hurt their job trajectory.

Career ladders can provide clarity regarding the requisite skills you need to advance at your organization and the increased job responsibilities that come with a title change. Depending on your organization’s type of career ladder, it may formally list the eligibility criteria for successive positions and salary raises, such as requisite skills, knowledge and responsibilities.

Career ladders can also provide several additional benefits. They can:

  1. Promote a culture of growth and advancement.
  2. Encourage mentoring.
  3. Increase internal efficiency.
  4. Facilitate the development of employee training systems.
  5. Boost morale.

Types of Career Ladders
There are three primary types of career ladders for you to understand:

  1. Predefined—This career ladder defines a clear set of requirements you must meet to advance to a higher position. Predefined career ladders generally contain two or three levels within a job family. For example, your employer may list positions in numerical order, such as “Writer I,” “Writer II” and “Writer III.”
  2. In-range— Your employer may use an in-range career ladder if they don’t have established job classifications. If this is the case, your employer will review promotions case by case to determine if you’re ready for advancement.
  3. Individualized—Your employer may use individualized career ladders to promote employees to positions in separate job classifications. These career ladders are generally used for high-ranking positions, such as managers and directors, and are commonly discussed case by case. With this type of career ladder, opportunities aren’t identical for every employee in the same job classification.

What’s a Learning Workplace Culture?

Workplace trends and protocols change fast, so you likely want to broaden your skill sets to keep up with industry and role evolution. A workplace culture can help you grow, develop, access new opportunities within your organization and reach long-term career goals. 

An authentic workplace learning culture supports a growth mindset, an independent pursuit of knowledge, and collective understanding related to organizational missions and goals. It promotes continuous learning and facilitates an environment where you and your co-workers can maintain a competitive skill set.

Unsurprisingly, a learning culture is widely popular among individuals. Consider the following statistics from online recruitment services company Zippia that reinforce the importance of workplace L&D opportunities:

  • Nearly half (45%) of employees said they would stay at a company longer if it invested in their learning and development.
  • Most employees (76%) are looking for opportunities to expand their careers.
  • Over two-thirds (68%) of employees say training and development are the most important company policy.

Working at an organization with a learning culture can provide opportunities for growth and development. As such, you may also feel more challenged, engaged, productive and motivated in your current role.

What a Workplace Learning Culture Looks Like

An organization that is dedicated to creating an authentic workplace learning culture may consider the following ways to promote a workplace culture of learning:

  • Personalize learning opportunities. Your employer may offer personalized learning plans to help guide you on your journey and ensure learning efforts are relevant.
  • Support risk-taking. In a learning culture, your employer is more likely to tolerate and perhaps even encourage mistakes—as long as they support learning and growth and are managed appropriately. These cultures support pushing yourself while identifying which objectives do not allow for error. 
  • Leverage technology. Your employer may incorporate various technologies, such as e-learning, online coaching and learning management systems to help you learn and develop. These technologies can facilitate and support continuous learning while improving your access to learning opportunities.

Feel free to reach out to us to seek assistance with any workplace guidance. We look forward to supporting your needs and contributing to the success of your organization.