10 Strategies to support employee progression

Employee progression refers to the advancement of individuals within an organisation. This advancement can be both vertical and lateral as employees may want to progress their careers across different divisions in larger organisations. A structured employee progression pathway will allow for this movement as it can positively impact employee wellbeing, satisfaction, and motivation. Ultimately, progression is about creating clear, accessible routes for employees to expand their skills, take on new responsibilities, and advance their careers while contributing to the company's success. 

The advantages of robust employee progression extend far beyond individual satisfaction. Organisations with strong progression programs typically experience higher retention rates, as employees are less likely to seek opportunities elsewhere when they can grow within their current company. This reduces recruitment costs and preserves institutional knowledge. Great Place To Work's "UK's Best Workplaces for Development™ 2024" report found that 85% of employees at the UK's Best Workplaces for Development want to stay at their organisation "for a long time," compared to a UK Average of just 61%. 

Additionally, companies that prioritise employee development often see improved performance across teams. When people feel their growth is valued and supported, they tend to be more motivated, creative, and committed to achieving both personal and organisational goals. This creates a positive cycle where individual progression drives collective success. 

Today’s business environment moves at a blistering pace and the organisations that thrive are those that can adapt and maintain momentum. A significant part of this hinges on retaining the right people, who have the right skills and are committed to the organisation. 

Competitive business landscape means that retaining talent is an advantage 

The current job market has shifted the balance of power toward employees, particularly skilled professionals who have multiple options available to them. Companies are competing not just for customers, but for the best talent in their industry. When you lose experienced employees, you're not only facing the direct costs of recruitment and training replacements, but also the hidden costs of lost productivity, disrupted team dynamics, and the time it takes for new hires to reach full effectiveness. 

Organisation that can retain talent are better positioned to maintain continuity both operationally and with clients. Constant turnover can also mean disruption so retaining talent is important. In essence, your ability to retain talent becomes a competitive advantage that directly impacts your bottom line and market position. Impact on your bottom line can be both direct and hidden, which we demonstrate below. 

Direct cost losses

• Cost of replacing an employee - Oxford Economics state the average cost to replace an employee in the UK is £30,000, factoring in hiring, training, and lost output 
• Time to hire - The average time to hire in the UK is 4.9 weeks across all industries

(Totaljobs Hiring Trends Index)

Hidden cost losses

• Lost productivity due to disengagement - Research by BP Collins Solicitors suggests that disengaged employees can cost businesses up to 34% of their salary in lost productivity 
• Productivity ramp-up - A strong onboarding approach can improve new hire productivity by 60% (Devlin Peck) 
• Impact on team dynamics - Managers are a key factor, with Gallup finding that managers account for 70% of the variance in team engagement, which directly impacts turnover 

A workforce that can see clear progression pathways may be more engaged, productive and loyal 

When employees can see how they might progress within your organisation, it changes how they feel about their work. Rather than seeing their current job as just a stepping stone, they start to view it as part of their career path. This often leads to them putting in more effort and bringing fresh ideas because they feel genuinely invested in the results. 

Employees who feel their career goals are supported also tend to take more ownership of their work. They're more willing to take on challenging projects, suggest improvements, and work well with their colleagues because they know their efforts will help their own career prospects. This creates a positive cycle where personal ambition helps drive better performance across the whole organisation. 

As we’ve discussed, supporting employee progression can have a significant impact on your organisation. Those progression pathways start with supporting your people with robust strategies. We’ve listed 10 impactful strategies to support employee progression below. 

1. Create clear career pathways 

One of the most effective ways to support employee progression is to make career advancement transparent and achievable. Many employees leave their jobs simply because they can't see where they're heading or what they need to do to get there. 

Start by mapping out the different roles within your organisation and how they connect to each other. This doesn't just mean creating a traditional hierarchy chart - consider lateral moves, specialist tracks, and cross-departmental opportunities as well. For each role, clearly outline the skills, qualifications, and experience needed to progress to the next level. Make this information easily accessible to your team. You might create career pathway documents, hold regular discussions about advancement opportunities, or use your performance review process to explore future possibilities. The key is ensuring that every employee knows what options are available and what they need to do to access them. 

2. Implement regular performance reviews 

Regular performance reviews are essential for tracking progress and identifying development opportunities. Rather than relying on annual appraisals that can feel disconnected from day-to-day work, consider implementing more frequent check-ins throughout the year. 

These reviews should go beyond simply assessing past performance; they're an opportunity to discuss future goals, identify skill gaps, and plan development activities. Use them to have honest conversations about where employees want to go in their careers and what support they need to get there. 

Structure your reviews to include both achievements and areas for improvement but focus heavily on growth opportunities. Ask employees about their career aspirations, what new skills they'd like to develop, and what challenges they're ready to take on. This information helps you build and tailor employee growth plans. For a deeper understanding of performance reviews, read our blog, ‘How to conduct a performance review’ and take away a free template. 

3. Utilise digital LMS 

A digital Learning Management System can support employee development by making training and learning resources easily accessible. These platforms allow employees to learn not only at their own pace, but also in their own way. Access Bookboon, for example, contains podcasts and e-books that will suit a particular person’s style of learning. Professional Development includes features such as daily virtual classrooms. Some systems will also carry a wide range of educational videos that turn your learning experience into a casual evening on Netflix. 

One of the key benefits of using an LMS is the ability to track progress and completion rates. You can see which employees are actively engaging with learning content and identify areas where additional support might be needed. This data helps you make informed decisions about future training investments and individual development plans. 

Consider creating learning pathways within your LMS that align with different career routes in your organisation. For example, you might have specific modules for new managers, technical skills development, or leadership preparation. This makes it easier for employees to find relevant content and understand how their learning contributes to their career progression. 

Many LMS platforms also offer certification and badging systems, which can provide employees with recognised credentials for their achievements. This adds value to their learning experience and gives them something tangible to add to their professional profile. To learn more about celebrating learning success, read our blog, ‘Celebrate L&D Success: How to recognise and reward workplace learning’. 

4. Mentorship and buddy programmes 

Mentorship and buddy programmes can create valuable connections that go beyond formal training programmes. A buddy or mentor can help an employee navigate career obstacles and provide personalised guidance, often specifically tailored to their career path. Mentors especially will be allocated based on the career focus an employee wants to take. Mentors can share their knowledge, provide advice on career decisions, and help mentees build confidence in new areas. This relationship benefits both parties; mentors often find the experience rewarding and gain fresh perspectives from their mentees. Mentorink conducted research on mentoring programmes and found the following: 

• Retention rates were 72% for mentees and 69% for mentors, compared to 49% for those not in the mentoring program 
• 25% of employees in a test group who took part in a mentoring program had a salary grade change, compared with 5% of employees in a control group who did not participate 

Buddy programmes will focus on pairing new employees with established team members to smooth out the onboarding process. These relationships can evolve into ongoing support well beyond the initial period. 

When setting up these programmes, provide some structure and guidance to help relationships succeed. This might include initial training for mentors, suggested meeting frequencies, or conversation topics to get people started. However, avoid being too prescriptive. The best mentoring relationships develop naturally based on individual needs and personalities. Both formal and informal opportunities to connect can also be beneficial as your employees can find naturally shared interests. 

Rounding off the programme is the effectiveness of the feedback. With feedback, you can focus on what can be improved, whether that be structure or content, to hone in on employee progression. 

5. Offer cross-functional training 

Cross-functional training exposes employees to different areas of your business, helping them develop a broader understanding of how the organisation works while building new skills. When employees understand how different departments operate and interact, they become more valuable to your organisation. They can collaborate more effectively across teams, spot opportunities for improvement, and often bring fresh ideas to their own roles based on what they've learned elsewhere. 

Cross-functional training can come in the form of shadowing, project-based assignments or formal training sessions led by other teams. The key is to focus on giving employees exposure rather than just theoretical knowledge. Identifying which teams would benefit the most from cross-functional learning is important for best effectiveness. For example, you might find that your marketing team would benefit from understanding more about customer service, or that your finance team could contribute valuable insights to product development discussions. Depending on how beneficial these transfers of knowledge and skills could be, you may even set up cross-departmental mentorship programmes. Tracking the outcomes of these sessions and initiatives will give you a better insight into the return on investment. 

6. Provide educational assistance 

Investing in your employees’ learning and development beyond formal training sessions is an effective way to power your progression plans. Employees may have interests in professional qualifications that may directly and positively impact the organisation; for example, your video editor may request to attend an Adobe hosted training course for motion graphics. This course requires financial outlay but the benefit for your organisation may outweigh that cost. 

It's also worth exploring opportunities for skill development that might not lead to a formal qualification but are incredibly valuable, nonetheless. This could involve access to online learning platforms or subscriptions to industry journals. The aim is to create a culture where continuous learning is encouraged and supported, demonstrating that you are committed to their long-term growth within your organisation. When employees feel you're invested in their learning, they're far more likely to invest their best work in return. 

7. Build employee growth plans 

To truly promote a progression culture, developing tailored employee growth plans is significantly more impactful than ad-hoc opportunities. These aren't simply performance improvement plans, but rather proactive, forward-looking blueprints designed to help each individual reach their full potential within your organisation. Think of them as personalised roadmaps, co-created with the employee, outlining their desired career trajectory and the steps needed to get there. 

Building an employee growth plan requires input from both sides. Ask your employees about their career aspirations and what they’re aiming to achieve at the organisation. This is where clear career pathways help to inform decisions about growth plans. Once you understand their goals, work collaboratively to identify the skills they need to develop and the knowledge they need to acquire. Also look into what experience they’ll require to achieve their goals. 

An effective employee growth plan should detail specific, measurable, achievable, relevant, and time-bound (SMART) objectives. For example, instead of a vague goal like "improve leadership skills," an objective might be "complete a management training course by Q3 and successfully lead a cross-departmental project by year-end." We discuss the SMART principles in more detail in our ‘How to conduct a performance review’ article. 

Reviewing employee growth plans will also allow you to adapt to evolving aspirations and intervene when roadblocks present themselves. This dedication to employee progression and growth can positively impact your team’s loyalty. 

8. Recognise and reward growth 

Providing opportunities for growth is a fantastic start, but it's equally important to recognise and reward employees as they achieve their development milestones. This goes beyond just salary adjustments, though fair compensation is, of course, a fundamental aspect. The aim is to cultivate an environment where continuous improvement is visibly valued and celebrated. 

Consider a blended approach to acknowledging growth. This could involve formal methods like promotions that come with increased responsibilities and updated titles, or performance-based bonuses tied to specific development objectives. Reward and recognition programmes are also structured ways to recognise your employee’s performance and progression. To learn more about reward and recognition programmes, read our ‘The 5 key elements of a successful reward and recognition programme’ blog.  

Alongside these, leverage the power of informal recognition. A genuine verbal commendation in a team meeting, a personal note from a senior leader, or highlighting an employee's newly acquired skills in an internal communication can be incredibly motivating. 

Another potential reward for growth is the potential to empower employees with more challenging projects or involving them in mentoring opportunities. By consistently recognising and rewarding these advancements, you reinforce the message that investing in personal and professional development is a respected and celebrated pathway within your company, encouraging everyone to strive for more. 

9. Foster a continuous feedback culture 

Growing and cultivating a continuous feedback culture can be an effective strategy to support employee progression. Alongside employee growth plans and review meetings, it’s beneficial to think of feedback as an ongoing, natural conversation that happens every day. This consistent dialogue provides timely insights, helps employees course-correct quickly, and reinforces positive behaviours, all of which are crucial for steady growth. 

Encourage managers and team leaders to provide constructive feedback regularly, focusing on specific actions and their impact rather than general observations. This means praising efforts when they're successful and offering guidance as soon as challenges arise. Equally important is fostering a safe environment where employees feel comfortable seeking feedback themselves and even offering it upwards. Tools like regular one-to-one check-ins, informal catch-ups, and even anonymous suggestion boxes can facilitate this open exchange. Feedback can also come from mentors and buddies; when they come from these sources, the feedback may be better received and impart less pressure on the employees. 

By embedding feedback into the daily rhythm of your organisation, you create a dynamic learning environment where growth is a shared responsibility. 

For more details on a continuous feedback culture, read our blog ‘How can a continuous feedback culture transform performance?’. 

10. Measure progression metrics 

By tracking relevant data, you gain clear insights into what's working well and where there are opportunities for improvement. This allows you to objectively assess the effectiveness of your development programmes and demonstrate a clear return on your investment in your people. 

Key indicators for employee progression can include: 

• number of internal promotions over a specific period 
• average time employees spend in a particular role before advancing 
• percentage of employees who complete professional development courses 
• retention rates for those who have engaged with growth initiatives 
• employee satisfaction related to career opportunities 

These metrics can appear quite niche but depending on how you set up your progression pathways and feedback loops, it is possible to collect this data. For example, regular surveys can be a good indicator for employee satisfaction. 

Collecting this data enables you to spot trends, identify potential areas needing attention, and see which strategies are yielding the best results. For example, if you observe a low number of lateral moves, it might suggest a need to highlight cross-departmental opportunities more effectively. If a particular training programme consistently leads to promotions, you'll know to invest more in it. 

A comprehensive HR system can be the backbone of your employee progression strategy. Rather than relying on spreadsheets, manual processes, or disconnected systems, modern HR platforms like PeopleXD Evo bring everything together in one place. 

PeopleXD Evo's performance management features help you move beyond annual reviews to continuous development conversations. The system allows you to set clear objectives, track progress throughout the year, and document development discussions in one central location. This means you can easily identify high performers, spot skill gaps, and ensure development commitments are followed through.  

The 360-degree feedback functionality provides a more complete picture of employee performance by gathering input from colleagues, direct reports, and managers. This comprehensive view helps identify both strengths to build upon and areas for development, making career conversations more meaningful and targeted. 

PeopleXD Evo's succession planning tools help you identify and develop future leaders within your organisation. You can create talent pools, track high-potential employees, and ensure you have development plans in place for key positions. The system's reporting and analytics capabilities provide insights into progression patterns, retention rates by department, and the effectiveness of your development programmes. 

Best of all, you can surface this data in an instant with the help of Copilot, PeopleXD Evo’s AI-assistant. To see how else AI implementation can improve productivity, read our ‘How can technology enhance productivity and performance at work’ blog.