๐๐๐ฏ๐๐ง๐๐๐ฆ๐๐ง๐ญ
In “๐๐๐๐๐๐ ๐ธ๐ฅ๐๐๐๐๐๐๐๐ : ๐๐ฉ๐ ๐น๐๐๐ ๐ก ๐๐๐๐๐ ๐๐๐ฃ๐ ๐ฟ๐๐๐๐๐๐ ๐๐๐๐ ,” I shared
four themes that consistently appear in engagement surveys.
Weโve already covered the first three: employee โmanager relationships,
recognition & rewards, and learning & development. Now letโs close the
loop with the fourth: advancement opportunities.
Too often, companies ๐๐๐ฅ๐๐ฒ ๐๐๐ฏ๐๐ฅ๐จ๐ฉ๐ข๐ง๐ ๐ฉ๐๐จ๐ฉ๐ฅ๐ until a role opens up.
But thatโs not a strategy. ๐๐ก๐๐ญ โ๐ฌ ๐ ๐ฆ๐ข๐ฌ๐ฌ๐๐ ๐จ๐ฉ๐ฉ๐จ๐ซ๐ญ๐ฎ๐ง๐ข๐ญ๐ฒ .
When you wait, you send a message:
โUnless we have something for you, we wonโt invest in you.โ
But if you want to retain your people and build a bench for the future, you
need to ๐ฉ๐ซ๐๐ฉ๐๐ซ๐ ๐ญ๐ก๐๐ฆ ๐๐๐๐จ๐ซ๐ ๐ฒ๐จ๐ฎ ๐ง๐๐๐ ๐ญ๐ก๐๐ฆ .
According to ๐๐ฅ๐ข๐ง๐ญ , ๐๐ฆ๐ฉ๐ฅ๐จ๐ฒ๐๐๐ฌ ๐ฐ๐ก๐จ ๐ฌ๐๐ ๐ ๐จ๐จ๐ ๐๐๐ซ๐๐๐ซ ๐จ๐ฉ๐ฉ๐จ๐ซ๐ญ๐ฎ๐ง๐ข๐ญ๐ข๐๐ฌ ๐๐ซ๐
๐.๐๐ฑ ๐ฆ๐จ๐ซ๐ ๐ฅ๐ข๐ค๐๐ฅ๐ฒ ๐ญ๐จ ๐ฌ๐ญ๐๐ฒ.
Advancement isn’t just about promotion. It’s about possibility.
And even when people leave?
Those who felt supported in their growth are more likely to return โ
bringing with them fresh experience, new skills, and a deeper loyalty to
your culture.
๐๐ฏ๐๐ซ๐ฒ๐๐๐ฒ ๐๐จ๐ฏ๐๐ฌ ๐๐ก๐๐ญ ๐๐ฎ๐ข๐ฅ๐ ๐๐ซ๐ฎ๐ฌ๐ญ
These aren’t perks. They’re how you show people they have a future here.
๐๐๐ฅ๐ค ๐๐๐จ๐ฎ๐ญ ๐๐๐ซ๐๐๐ซ ๐ ๐จ๐๐ฅ๐ฌ
Ask where they want to go, not just what they want to i mprove.
๐๐๐ฅ๐๐ ๐๐ญ๐ ๐๐จ๐ซ ๐๐๐ฏ๐๐ฅ๐จ๐ฉ๐ฆ๐๐ง๐ญ
Assign meaningful work that builds new skills.
๐๐ซ๐๐๐ญ๐ ๐๐ซ๐จ๐ฌ๐ฌ -๐ญ๐ซ๐๐ข๐ง๐ข๐ง๐ ๐จ๐ฉ๐ฉ๐จ๐ซ๐ญ๐ฎ๐ง๐ข๐ญ๐ข๐๐ฌ
Let people learn from different teams, roles, and perspectives. Broader
experience opens new doors.
๐๐ง๐ฏ๐ข๐ญ๐ ๐ญ๐ก๐๐ฆ ๐ญ๐จ ๐ญ๐ก๐ ๐ญ๐๐๐ฅ๐
Include them in strategic conversations and decisions.
๐๐ง๐๐จ๐ฎ๐ซ๐๐ ๐ ๐ฏ๐ข๐ฌ๐ข๐๐ข๐ฅ๐ข๐ญ๐ฒ
Nominate them for projects and recognize them publicly. Visibility builds
confidence and credibility.
๐๐ซ๐จ๐ฆ๐จ๐ญ๐ ๐ฉ๐ฎ๐ซ๐ฉ๐จ๐ฌ๐๐๐ฎ๐ฅ ๐ง๐๐ญ๐ฐ๐จ๐ซ๐ค๐ข๐ง๐
Support internal and external connections that expand their path forward.
Investing in advancement doesnโt mean everyone stays.
When people grow, they remember where they started and how they were
treated.
๐๐ก๐ข๐ง๐ค ๐๐๐๐ค ๐จ๐ง ๐ญ๐ก๐ ๐ฆ๐จ๐ฆ๐๐ง๐ญ ๐ฐ๐ก๐๐ง ๐ฒ๐จ๐ฎ๐ซ ๐ง๐๐ฑ๐ญ ๐จ๐ฉ๐ฉ๐จ๐ซ๐ญ๐ฎ๐ง๐ข๐ญ๐ฒ ๐๐๐๐๐ฆ๐ ๐ซ๐๐๐ฅ.
Was it because a manager believed in you?
Because someone recognized your potential?
Because you had the chance to learn something new?
Thatโs how advancement really happens โthrough relationships,
recognition, and development.
๐๐๐ก๐๐ญ ๐จ๐ฉ๐๐ง๐๐ ๐ญ๐ก๐ ๐๐จ๐จ๐ซ ๐ญ๐จ ๐ฒ๐จ๐ฎ๐ซ ๐ง๐๐ฑ๐ญ ๐จ๐ฉ๐ฉ๐จ๐ซ๐ญ๐ฎ๐ง๐ข๐ญ๐ฒ ?
๐ง๐๐๐๐๐๐๐ ๐ก๐ฉ๐๐๐๐ ๐ก๐ ๐๐ก๐๐ฃ๐๐ ๐ต๐๐๐ก๐๐๐ก๐ก ๐๐๐ ๐ฉ๐๐ ๐ต๐๐ฉ๐๐๐ ๐ก๐ฉ๐ ๐ท๐๐๐๐ฆ ๐๐๐๐๐๐ ๐ก :
๐ธ๐๐๐ ๐๐๐ โ๐๐ข๐๐ก ๐๐๐ข๐ 9 ๐ก๐ 5 ๐ฝ๐๐ ๐ค๐๐ก๐ฉ ๐๐ฉ๐๐ 90 ๐ท๐๐ฆ ๐๐๐๐ ๐ป๐ข๐ ๐ก๐๐ ๐๐๐๐ !โ (30:04)