A Checklist For Improving Employee Development and Advancement Opportunities

• Simply by definition, there will be limited opportunities for career growth in every organization.
• There are often barriers between departments that constrain the ability for employees to move internally.
• Fixed time-in-position policies may prevent employees from advancing when they are ready to do so.
• Internal job posting systems can be slow, unwieldy and incomplete.
• Employees may believe (sometimes correctly!) that favoritism and "who you know" plays more of a role in determining advancement than merit.
• Training opportunities intended to prepare employees for future responsibilities may be discouraged in favor of training that relates strictly to their current position.
• There may be no process in place to help employees with unclear career goals or no senior oversight of internal talent management activities.
• Managers may be concerned more about their own careers than about the career growth of their direct reports.

1. Provide self-assessment tools and career self-management training to all employees.
2. Offer tools and training on coaching for all managers.
3. Clearly define a variety of career paths and the related skills required and make this information readily accessible.
4. Create meaningful alternatives to traditional career ladders.
5. Keep employees informed about your organization's strategy and direction, especially your forecasts for talent needs.
6. Build and maintain a comprehensive, fair and efficient internal job-posting process.
7. Demonstrate a clear preference for hiring from within.
8. Eliminate management practices and HR policies that block internal employee movement.
9. Create a strong culture of mentoring and development.
10. Separate career development discussions from performance appraisals.
11. Implement an effective talent review and succession management process.
12. Initiate and/or maintain a strong commitment to employee training.