In the ever-evolving landscape of career development, a significant shift is becoming apparent. The traditional view of success, characterised by a vertical ascent up the career ladder, is no longer the sole aspiration of many employees.
Instead, there’s a growing appreciation for lateral, or sideways, career moves. These moves, often misunderstood, can offer opportunities for skill diversification, personal growth, and long-term career satisfaction. For employers, embracing and facilitating sideways progression can lead to a more adaptable, engaged, and proficient workforce.
Understanding Sideways Progression
Sideways progression involves moving to a different role at a similar level within a business. This move is not about climbing higher but about exploring wider. It’s for the employee who seeks to broaden their skill set, understand different facets of the company, or simply find a role that better aligns with their personal interests and life goals.
Why Employees Choose Sideways Moves
The reasons for choosing a lateral move are as diverse as your workforce itself. For some, it’s about work-life balance, for others, it’s about personal growth or escaping burnout. Importantly, sideways moves can rejuvenate an employee’s engagement with work, offering fresh challenges without the added pressures of a more senior role.
Benefits to Employers
Employers stand to gain immensely from facilitating sideways career paths. Such moves can help retain talent, reduce turnover costs, and foster a culture of continuous learning. Employees with cross-functional experiences bring unique insights, leading to innovative problem-solving and a more collaborative workplace.
How Employers Can Support Sideways Progression
Recognise and Validate Lateral Moves
The first step in supporting sideways progression is to recognise it as a legitimate and valuable career path. By celebrating lateral moves publicly, employers can dispel the stigma that such moves are a sign of stagnation or lack of ambition.
Create a Transparent Opportunity Landscape
Ensure that employees are aware of the various roles and departments within their business. This might involve regular career fairs, job shadowing opportunities, or an internal job board that encourages employees to explore roles outside their current domain.
Facilitate Skill Development
Provide training and development opportunities tailored to employees looking to move sideways. This might include cross-training programs, workshops, or access to online courses that help employees gain the skills needed for a successful transition.
Encourage Mentorship and Networking
Foster a culture where employees are encouraged to seek mentors outside their immediate area of expertise. Networking events, cross-departmental projects, and team-building activities can help employees make connections that facilitate sideways moves.
Offer Flexible Career Pathways
Develop flexible career frameworks that allow for non-linear progression. This might involve creating roles that combine responsibilities from different areas or offering project-based roles that let employees experiment with new domains without committing long-term.
Prioritise Open Communication
Maintain an open dialogue about career aspirations and possibilities. Managers should be trained to discuss career development in a way that includes lateral opportunities as part of regular performance and development reviews.
Sideways career progression is not just a trend but a reflection of a broader shift in how we define career success. By embracing and facilitating these moves, employers can create a more dynamic, satisfied, and skilled workforce.
Remember, the strength of a ladder lies not only in its height but also in the breadth and depth of its rungs. In the modern career landscape, sometimes the most strategic move isn’t up — it’s to the side.
