Learn How to Develop Career Paths for Employees

Posted on 02/27/26 By Lorman Team

Major corporations and smaller companies boost retention by providing robust educational and development opportunities for career advancement. Many organizations now actively encourage employees to pursue classes, certifications, leadership training, and specialized programs that open doors to higher-paying, more fulfilling roles within the company.

Recent Gallup data from 2025-2026 highlights ongoing retention challenges: About 51% of U.S. employees are watching for or actively seeking new jobs, and one in four report lacking opportunities for career advancement or mentorship. Globally, around 50% of employees are watching or seeking new opportunities. Preventable turnover remains significant—42% of voluntary leavers say their manager or organization could have done something to retain them, with career advancement cited as a key factor (often intertwined with compensation, accounting for about 30% of preventable exits in related studies). Offering internal growth opportunities is a major benefit for both employers and employees, as it fosters loyalty, reduces costly turnover, and helps retain top talent who view their company as a long-term "home" supporting their professional goals.

Charting a Career Path to Retain Top Talent

A modern career growth plan often involves flexible transitions through multiple roles, projects, or skill-building experiences leading to advanced positions. For example, an employee might start as an administrative assistant, gain cross-functional exposure through stretch assignments or rotations, pursue management-related training, and eventually advance into a leadership role.

Motivated employees benefit greatly from additional training, certifications, and exposure to emerging trends—especially in technology, AI, and leadership skills. HR, team leaders, and project managers should regularly assess skill needs and recommend tailored educational programs to support advancement.

HR professionals can track progress using dynamic career progression frameworks or lattices (rather than rigid ladders), incorporating required skills, certifications, and experiences. These tools help monitor individual development as employees build competencies and move across levels or functions. Paths should remain adaptable—employees can request training in new areas as interests evolve, allowing pivots to different departments or specialties without leaving the organization.

Company Training Programs

Career opportunities exist for individuals from diverse backgrounds when supported by accessible, high-impact educational initiatives that align with roles offering strong growth potential.

Leading companies now invest heavily in comprehensive programs to fuel career growth, including on-the-job learning with new tools/technologies, AI-driven skills platforms, webinars, seminars, micro-credentials, leadership development, mentorship, and internal mobility initiatives. These efforts help employees stay current with industry trends, close knowledge gaps, and prepare for future roles.

Organizations providing ongoing education and upskilling find it highly cost-effective: It builds a skilled, adaptable workforce, enhances engagement, and directly combats turnover drivers. Employees feel more connected and motivated when leaders actively support programs promoting personal and professional growth across topics like technical skills, soft skills, and leadership.

According to LinkedIn's 2025 Workplace Learning Report, companies excelling as "career development champions" (with strong programs in leadership training, internal mobility, coaching, and more) see better business outcomes, including higher internal mobility, skill delivery to the business, and retention. Leadership training ranks as a top strategy (71% of organizations), followed by sharing internal job openings (59%). SHRM's 2025 insights emphasize that training for career progression is HR's top lever for competitiveness amid labor shortages and skills gaps.

Our on-demand course, Developing Employee Career Paths, equips HR professionals to guide employees in setting personalized goals aligned with individual interests and organizational needs. Participants learn strategies to encourage growth, promote internal mobility, and demonstrate how effective career pathways enhance retention, productivity, and overall organizational success.

By prioritizing dynamic, skills-based career development in 2026, companies can turn retention challenges into strengths—creating engaged teams ready for the future of work. If you're implementing these in your organization, focus on regular career conversations, transparent opportunities, and measurable progress to maximize impact.