One of the most common complaints managers hear, especially from early-career employees, is, “I don’t have a career path.”
In many organizations, career progression is still seen as a rigid “career ladder” that leads to promotions step by step. But in today’s fast-paced, competitive, and often uncertain environment, organizations can’t always offer a traditional career ladder.
This challenge has only grown in the wake of global changes, generational shifts, and the push-pull between leadership and employees in the workplace.
According to recent studies, almost 70% of employees reported that their manager has more impact on their mental health than their therapist or their doctor—and it’s equal to the impact of their partner.
So, how can managers help employees navigate their careers without a clear roadmap? The answer lies in shifting focus from providing a rigid path to offering guidance, support, and development opportunities.
Here’s how managers can provide actionable career coaching to their team members—even without a traditional career ladder.
1. Connect Employees’ Work to the Bigger Picture
Employees want to know their work matters—and feel seen and appreciated by their managers. When employees ask about a career path, they’re often looking for clarity on how their current role contributes to the organization’s overall mission.
This sense of contribution is vital, especially for early-career employees.
Actionable Tip:
- Make the connection explicit: In one-on-one meetings, explain how specific tasks and projects tie into the company’s larger goals. Frame it as, “Your work on X project helped us achieve Y company objective, which moves us closer to Z company goal.”
- Share wins often: Celebrate milestones, no matter how small, and regularly communicate the value of employees’ work in team meetings or emails. When employees see their impact, it helps them feel part of the bigger picture and gives them a sense of direction.
By understanding how their contributions matter, employees can build their own career story, positioning their work as achievements they can use to advocate for their growth.
2. Empower Employees to Build Their Own Career Path
Many employees, especially younger ones, don’t automatically link their current work with future opportunities. They may wait for a promotion or assume that it’s their manager’s job to assign them the next step. This can lead to feelings of being stuck. The solution?
Help employees take ownership of their career development.
Actionable Tips:
- Encourage initiative: In your next check-in, ask employees about their future aspirations. Questions like, “What type of projects or roles are you curious about?” or “Are there any skills you want to develop?” can spark a mindset shift where they start thinking about the future proactively.
- Create development plans: Work with employees to identify stretch projects or mentorship opportunities that align with their career goals. For example, if an employee is interested in people management, encourage them to mentor a junior colleague or lead a small team project.
Help employees see their career as a “rock wall” instead of a ladder. Rock walls have many paths, and by empowering employees to ask for opportunities that align with their interests, you help them create a dynamic, flexible career path.
3. Provide Clear, Honest, and Actionable Feedback
A major reason employees feel lost in their career progression is a lack of feedback. Without regular, constructive feedback, employees may assume they’re doing everything right, even if there are areas for growth. Worse, if promotions or opportunities pass them by without explanation, they may feel stuck.
Actionable Tips:
- Be transparent about expectations: During performance reviews or regular one-on-ones, make sure employees understand the specific skills, behaviors, and achievements needed to move forward. Instead of saying, “You need to improve your leadership skills,” say, “To advance, you’ll need to demonstrate leadership by leading more team projects and mentoring newer employees.”
- Use feedback tools: Introduce a 360-degree feedback process, where employees receive feedback from peers, managers, and direct reports. This approach gives them a full view of their performance and helps reveal blind spots. If your company doesn’t have a formal 360 tool, consider an informal version by asking trusted colleagues to give anonymous feedback through a simple survey.
Honest, direct feedback helps employees understand what’s holding them back and gives them a clear sense of what’s needed for career growth.
4. Foster a Culture of Continuous Learning
Career progression doesn’t always mean a promotion. Many employees are looking for growth in the form of new skills, experiences, or challenges. Creating opportunities for continuous learning helps keep employees engaged and positions them for future success.
Actionable Tip:
- Support skill development: Recommend relevant training programs, online courses, or certifications that align with the employee’s career interests. For example, if an employee is interested in project management, suggest a course in Agile methodology or provide a budget for certification.
- Create internal growth opportunities: If promotions aren’t immediately available, help employees grow horizontally. Assign them cross-departmental projects, or rotate them through different roles to help them build new skills and expand their experience.
Investing in employees’ learning not only helps them feel supported but also positions them to take on future roles within the company.
5. Encourage Networking and Mentorship
Employees often learn and grow the most when they’re exposed to different perspectives and experiences. Encourage them to expand their professional network both inside and outside the company.
Actionable Tip:
- Promote cross-team collaboration: Encourage employees to work with people outside their immediate department. This not only enhances their skill set but also broadens their understanding of the business, giving them new ideas for their career.
- Help find a mentor: Connect employees with mentors who can provide guidance and advice. A mentor’s insights can help them navigate challenges, learn about new opportunities, and build confidence in their abilities.
6. Create Clear Development Conversations, Not Just Performance Reviews
Often, career discussions get lost in performance reviews that focus only on current tasks and achievements. Instead, carve out dedicated time for career-focused conversations.
Actionable Tip:
- Schedule dedicated career check-ins: Set up quarterly meetings specifically to discuss career development. Use this time to talk about future goals, potential growth areas, and development strategies. This keeps career planning on the radar and helps employees feel supported.
By addressing these key areas, managers can help employees feel more in control of their careers, even without a defined ladder. This proactive coaching approach increases employee satisfaction and fosters a culture of growth, accountability, and long-term engagement.
