Career pathing has always been an important anchor in the long-term plans of individuals trying to make their way through an organization. It’s a useful concept; asking “where am I today, and where do I want to be tomorrow” is an approach that makes sense, and mapping out the professional path employees need to take to get there helps with engagement, a stronger affiliation to the company, and provides an important horizon to strive for all at once.
The only problem with this approach today, is that traditional career path maps stop being relevant almost as soon as they’re drawn up.
Organizations are increasingly agile, and alongside technological advancements and changes in the market, there’s no guarantee that any role that exists in a company today will continue to exist tomorrow, or that the roles and experiences needed to reach it along the way will stay static. So while you may be spending a lot of time and effort on employees’ career paths, if they’re static, it’s likely they’ll become irrelevant very quickly.
So what can you do to continue enjoying the benefits of career pathing practices?
Implement a dynamic, AI-driven career pathing system that not only tracks and understands the changing relationships between roles in the organization, but which also takes the personal aspirations and preferences of employees into account.