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How to Build an Effective Progression Plan in Your Company

Effective progression is a crucial factor in a company’s functionality and success.

To get here, you must ensure that your employees are aware of their career path and are progressing as the company grows.

It is the only way to retain them and have them align with the organisational needs.

In this article, we explore how your company can develop a practical progression plan for both employees and the company as a whole. Read on.

1. Know What Your Company Needs

know-what-your-company-needs-organisational-analysis-chart

First things first, you need to understand your organisation’s current and future needs in terms of roles and leadership. You can begin by conducting surveys and interviews with your current employees to identify areas for improvement.

Besides engaging your employees, you must also examine your processes and operations to identify inefficiencies in daily tasks and processes. The assessments will be insightful in helping you map out the structure for the progression plan, especially in the reporting lines across departments.

One of the simplest ways to achieve this is by crafting an organisational chart that shows the hierarchy of the career paths in the company. The chart should be detailed regarding the employee structure, so employees know the next levels they can advance to within the company. Apart from ensuring structure, it also keeps them motivated.

2. Define Clear Roles for Every Employee

Every employee must understand their role to avoid conflicts and disputes. You can achieve this by creating detailed job descriptions for every title, including responsibilities, XXX required skills, and success metrics. If you feel stranded or overwhelmed while at it, consider involving the current jobholders and managers to ensure accuracy and comprehensiveness.

All the above will also be beneficial when it comes to remuneration, as no two roles are alike. For instance, an assistant in the Marketing department will have different roles from one in the customer service department. Having these definitions will avoid confusion and ensure fairness across the board.

3. Develop a Plan of Action and Set Realistic Milestones

Now that you know what your company needs and have the list of skill sets, you need to come up with a plan of action on how to achieve the organisational goals. Be sure to check the frameworks in place to ensure they reflect your values and reinforce the culture, while making growth opportunities feel authentic and equitable. It makes your employees feel valued, which in turn promotes retention and satisfaction.

Within the framework, include supporting policies and procedures, such as promotion criteria, transfer request handling procedures, and employee development cycles. Make them as realistic and transparent as possible to avoid confusion.

Another way to empower your employees is by providing training programs that enable them to develop the necessary skills and competencies for advancement. Depending on your industry, the mix of training options may include in-house training, external courses, and mentoring opportunities. Above everything else, revamp your communication and team building strategies so no employee is left behind.

4. Monitor and Review the Frameworks Where Needed

monitor-and-review-progression-plan-performance-audit

The goal of the progression plan is to ensure that each employee has the opportunity to enhance their knowledge and advance to the next level. For this reason, it can only be successful if most employees achieve the desired result. You can do this by performing progress audits and reviews to assess their performance. Be very open-minded and ready to revise the program or plans of action as needed to ensure all your employees benefit.

Conclusion

As you can see, developing a successful progression plan begins with knowing what your company actually needs. Assess the gaps in your current state to minimise inefficiencies in the program. Secondly, you must take the time to clearly define the roles for each employee, along with their corresponding success metrics, so that you avoid conflicts at the workplace. The most important part of the progression is having an action plan on how you intend to move from point A to point B. Feel free to revise the frameworks where necessary.

 

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