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Success in the workplace has traditionally been viewed in terms of vertical trajectory. We ‘move up the ladder’, ‘work our way up’, or ‘rise through the ranks’. But is vertical career growth the only way to advance?
In reality, lateral moves can provide major benefits for career development. Many of the top applicants are now increasingly looking for opportunities for horizontal progression.
So, if you want to attract and retain great people, the key is to give them room to grow in every direction. That means having a good grasp of the benefits of both horizontal and vertical growth.
In-demand professionals want long-term progression and opportunities to develop their skills and improve their performance. The latest Michael Page Candidate Pulse survey found that 62% of job applicants worldwide are willing to move to a new role with more responsibility.
But career progression in the modern workplace isn’t always about climbing the ladder. Moving sideways also provides valuable opportunities to gain experience and improve skills. 26% of Candidate Pulse respondents stated that horizontal growth is a priority.
Clearly, ways to move up in an organisation aren’t the only thing applicants are looking for. Let’s take a look at exactly what vertical and horizontal growth paths look like and why offering both is so important.
Vertical career growth is where an employee is promoted into higher-level roles with more responsibility. Think of a person who gradually works their way up from a junior position into upper management.
With every step up the corporate ladder, the scope of an employee’s role broadens. They have to take on more responsibility and build leadership skills. As they move upwards, they gain new job titles and more financial rewards.
Vertical growth paths are best suited to:
Straight up isn’t the only direction to take when it comes to career progression. Many talented people now view horizontal trajectories as being highly valuable.
In-demand applicants are often interested in roles that provide good internal mobility. But increasing numbers of professionals are also willing to move laterally from their current position into equivalent roles at other companies.
Horizontal growth is where an employee takes on different roles or responsibilities without an accompanying promotion or increase in pay.
A lateral career path can take many forms, including:
Horizontal growth is particularly valuable in dynamic fields such as:
When it comes to career progression, is it more valuable for professionals to move up or across?
An upwards path is a good fit for anyone in specialised or highly technical roles or people who aspire to leadership roles.
Vertical growth provides:
A horizontal path is a good fit for people who want to gain broader experience or develop expertise in multiple areas.
Horizontal growth gives people the chance to:
Are you wondering if there is a model that provides the flexibility of combining vertical and horizontal moves?
Yes, there is. It’s called the career lattice.
A vertical approach provides a clear path to career success. But lateral moves help people build skills and networks. Any organisation that wants the best talent has to offer its people a mix of both options.
Candidate Pulse survey highlighted the importance of providing employees with various types of career paths. The findings indicated that many professionals feel stuck in their careers. 61% of respondents stated that a lack of internal mobility was a key reason why they would leave an organisation.
The lattice model provides employees with more freedom and opportunity. Instead of being restricted to a vertical career path, people can move horizontally or even diagonally within an organisation.
As for their employers, they get the benefit of an agile, engaged workforce that can adapt and respond quickly to changing business needs.
Without providing enough growth opportunities, you won’t be able to attract or retain highly skilled employees.
Here’s how to make sure you get the right people and keep them for the long-term:
Retaining high-value employees begins with giving them clear career pathways. It’s equally important to offer opportunities for both horizontal and vertical internal mobility.
Professional Development Plans (PDPs) or employee development plans give professionals a way to see what’s next for their career progression. Employees can set goals, identify skill gaps, and see tangible routes for growth.
Upskilling and reskilling programmes help employees to keep their expertise up to date. As well as avoiding stagnation, these types of initiatives demonstrate a company’s long-term commitment to its people.
Highly skilled people are becoming more interested in roles that let them develop their skillsets. As well as moving up, the top performers also want to move sideways. They want roles that provide opportunities for both vertical and horizontal growth.
The smart way to attract and keep talented professionals is to focus on offering flexible career models.
Instead of focusing solely on the corporate ladder, provide people with ways to move sideways, diagonally, or upwards. The lattice strategy lets you build a team that will grow and thrive alongside your organisation.
Are you searching for the best people for your organisation? You might need to focus on offering frameworks that fit with modern career expectations.
Michael Page can help you to identify the top candidates for your business. Our team can provide professional support to help you fill both specialist and expert positions.
Get in touch with one of our Michael Page consultants today and get the right talent for any role.
Julien is the Regional Director of our Sub Saharan Africa business. In his 10+ years at Michael Page he has specifically focused on sales, marketing, digital, procurement, supply chain, general management, engineering, healthcare, manufacturing, ...
