Career lattice—ever heard of it? If not, it’s time to rethink how you’re developing your talent. The old career ladder doesn’t cut it anymore. Employees today aren’t just looking for upward mobility—they want flexibility, variety, and the chance to grow in different directions.
As an HR leader, you’re constantly dealing with the fallout from outdated career paths: employees feeling stuck in their roles, frustration over limited growth options, and the constant risk of losing top talent to competitors offering more dynamic opportunities.
You’re also left scrambling to fill gaps in skills and expertise that aren’t being addressed by a rigid, one-size-fits-all career structure.
This is where the career lattice comes in. It’s a flexible framework that helps you:
- Design mobility programs that allow employees to explore different roles and grow their skills, while aligning with your company’s goals.
- Create adaptable career paths that provide more than one way for employees to advance and stay engaged.
- Build development frameworks that prepare your team for new challenges and evolving business needs.
- Retain top talent by offering continuous learning and growth opportunities, preventing burnout and turnover.
If you’re struggling with engagement, retention, or skills gaps, the career lattice is the solution you need. This post will show you how to design a career lattice that will keep your team motivated, your business agile, and your talent pipeline strong.
What is a Career Lattice?
A career lattice is a modern HR framework for career development that allows employees to navigate their professional paths in multiple directions—vertically, horizontally, and diagonally—within an organization.
This approach contrasts with the traditional career ladder, which typically emphasizes a linear progression upward through promotions and increased responsibilities.
Traditional Career Ladder vs Career Lattice Approach
Here are all the major differences between the traditional career ladder method and the more modern career lattice approach:
| Aspect | Career Ladder | Career Lattice |
| Progression of employees | Linear and upward | Multi-directional, including lateral and diagonal movement |
| Goal | Climbing to higher roles and positions | Broadening skills and experiences across roles |
| Flexibility | Limited | Very high |
| Skill Development | Emphasizes mastery of a specific skill set | Promotes cross-functional and diverse skill development. |
| Employee Engagement | Can lead to stagnation if upward opportunities are limited | Keeps employees engaged with varied growth options |
| Innovation Potential | Limited | High, as diverse experiences bring fresh perspectives |
| Impact on Attrition | May result in higher attrition if no vertical growth is available | Improves retention by offering multiple career pathways |
| Cost Implications | Higher recruitment costs due to frequent external hires | Lower costs through internal mobility and reskilling |
| Best Suited For | Stable environments with well-defined roles. | Dynamic environments requiring agility and innovation |
Example of Career Lattice Model
To explain the model of career lattice better, let us consider two hypothetical situations involving two companies A and B:
Company A: Follows the Career Lattice Model
- Starting Role: Rebecca begins her career as a Marketing Associate. She is encouraged to work with other teams, especially Sales and Product Development.
- Lateral Move: Within a year, Rebecca moves to a sales enablement role. This position helps her understand how marketing strategies align with sales goals and gives her insight into customer needs.
- Diagonal Move: After three more years, Rebecca transitions into product marketing. Here, she combines her marketing and sales skills to create targeted campaigns for specific products. This role prepares her for leadership by broadening her expertise across different functions.
- Promotion: After gaining diverse experiences, Rebecca is promoted to Director of Marketing five years later. Her varied background makes her a well-rounded leader with a comprehensive understanding of the business.
Company B: Follows the Career Ladder Model
- Starting Position: John also starts as a Marketing Associate, focusing on campaign assistance and basic content creation.
- Promotion: After a few years, John is promoted to Marketing Manager, where he leads a team and manages larger campaigns.
- Promotion: After several more years of experience and success in his role, John is promoted to Director of Marketing, overseeing the entire department.
In these examples, John’s career growth is strictly upward and depends on available positions, which can delay his advancement. In contrast, Rebecca’s career path allows her to gain expertise in various areas through lateral and diagonal moves.
This approach not only makes her more versatile but also provides continuous growth opportunities without waiting for promotions. Her cross-functional knowledge enables her to tackle complex marketing challenges effectively.
🤔 Why Are Career Lattices the Secret to Modern Employee Retention?
There are umpteen reasons why. However, here are our top 5 reasons why career lattices are the best-kept secret to employee retention.
01. Enhanced Career Flexibility
Career lattices provide employees with the opportunity to explore diverse roles within an organization, enabling lateral, diagonal, and upward movements.
This flexibility not only enhances job satisfaction but also motivates employees to excel in their careers by allowing them to pursue various interests and skills beyond their current roles.
02. Personalized Development Paths
Organizations that implement career lattices demonstrate a commitment to employee growth by offering personalized career paths. Employees are more likely to stay with companies that invest in their professional development and provide clear opportunities for advancement.
Research by LinkedIn indicates that 94% of employees remain longer in organizations that prioritize their career progression.
03. Increased Employee Engagement
When employees have the chance to engage in projects that align with their interests and skills, they feel valued and supported. This leads to higher levels of engagement and productivity, as employees are more likely to contribute positively when they see a path for growth tailored to their aspirations.
04. Skill Diversification and Adaptability
Career lattices encourage skill diversification by allowing employees to work across different departments and roles. This not only makes them more adaptable but also builds a versatile workforce capable of addressing various challenges within the organization.
As employees develop a broader skill set, they become more valuable assets, which ultimately benefits the company.
05. Reduction in Turnover Costs
By fostering internal mobility through career lattices, organizations can significantly reduce recruitment costs associated with high turnover rates. When employees feel they have room to grow within the company, they are less likely to seek opportunities elsewhere.
This internal movement also saves on training costs for new hires, as existing employees can be reskilled or upskilled as needed.
How to Launch a Career Lattice Program That Actually Works?
Now that we’ve established how important the career lattice is in the modern workplace, let’s quickly see how you can implement it at your organization.
Step 1: Identify and map job roles and competencies
Begin by listing all the job roles in your organization. For each role, outline the skills and competencies needed to succeed. This process requires a good understanding of what it takes to excel in various positions, so don’t hesitate to involve team leaders and managers.
By doing this, you’ll create a clear framework that shows potential lateral and upward movement opportunities for your employees.
Pssst! We talk a lot about skill mapping in our latest blog post. Give it a read!
Step 2: Promote internal mobility
Once you have identified job roles, focus on promoting internal mobility. Encourage your employees to explore opportunities across different teams or departments. Create a culture that values flexibility and internal transfers.
One effective way to do this is by setting up an internal job board where current openings are displayed for employees to see. Additionally, share success stories of employees who have successfully moved within the organization, as these examples can motivate others to consider similar paths.
Step 3: Provide relevant training and development opportunities
As employees transition to new roles, they may need additional skills or knowledge. To support them, offer targeted training programs or mentorship opportunities that help them develop the necessary competencies for their new positions.
Investing in learning resources will not only help employees fill skill gaps but also empower them to thrive in their new roles.
Step 4: Communicate with employees
Finally, maintain open communication with your employees throughout the process. Transparency is key to successfully implementing the career lattice model. From day one, clearly explain the benefits and processes involved.
Regularly hold career planning sessions where employees can discuss their aspirations and align them with the organization’s needs. This approach will help create personalized growth plans that support both individual and organizational success.
Think this is too daunting? We’ve created a simple checklist you can use to make sure you don’t miss any critical steps while implementing the career lattice approach.
âś… Career Lattice Implementation Checklist for HR Leaders
As we promised, here’s the free checklist you can use every step of the way to ensure a seamless career lattice implementation. We hope you find it useful!
How Can You Solve Common Career Lattice Challenges?
Implementing the career lattice model successfully requires addressing several key challenges. Here are the top obstacles you might encounter:
Challenge 1: Unclear Job Architecture
Employees feel lost without a clear picture of available roles and career paths. Outdated job descriptions and a lack of focus on lateral movement contribute to confusion.
Develop detailed role descriptions outlining skills and potential progression for each position. Create visual career maps showcasing both traditional and lateral paths. Regularly review and update this architecture to reflect evolving business needs.
Challenge 2: Limited Visibility of the Path of Progression
Employees struggle to identify open roles and lack the guidance to navigate career lattice pathways. This can stifle motivation and reduce program participation.
Implement internal job boards or career portals for real-time visibility of opportunities. Share success stories of employees who have successfully moved within the lattice, highlighting the value of lateral transitions.
Schedule regular one-on-one sessions with HR or managers to discuss career aspirations and potential moves.
Challenge 3: Managers Unwilling to Lose Talent
PManagers may resist losing high-performing employees to other teams, fearing a dip in their team’s productivity.
Foster a culture that rewards managers for supporting their team members’ career development. Encourage collaboration across departments by viewing talent movement as a win for the entire organization.
Highlight the long-term benefits of a career lattice, such as improved retention and employee loyalty within the company.
Challenge 4: Lack of Career Data
Without data on skill sets, aspirations, and performance, it’s difficult to identify skill gaps, high-potential employees, or suitable lateral moves.
Use modern talent management platforms like Peoplebox.ai to gather and analyze employee data on performance, skills, and career goals. Conduct regular skill assessments to identify employee strengths and readiness for new roles.
How Peoplebox.ai Makes Career Lattice Implementation Effortless
Peoplebox.ai is an AI-powered performance management software that seamlessly integrates various aspects of employee development and makes career lattice implementation a seamless task.
Here are the key capabilities of Peoplebox.ai that make this a possibility:
1. 360-Degree Reviews for Holistic Feedback
Peoplebox.ai’s 360-degree review feature gathers input from peers, managers, and direct reports and provides employees with a comprehensive view of their strengths and areas for growth.
This encourages lateral and diagonal moves by highlighting transferable skills and potential career paths.
2. OKR Management for Aligning Growth with Business Goals
With built-in OKR management, Peoplebox.ai ensures that individual career movements align with organizational priorities. Managers can set and track goals that support both the employee’s personal development and the company’s success.
3. Automated Engagement Surveys to Gauge Employee Sentiment
Career lattice success hinges on employee buy-in. Peoplebox.ai’s automated engagement surveys can provide actionable insights into employee satisfaction and career aspirations. This will enable leadership to address concerns and refine lattice pathways effectively. Try it yourself!
4. Streamlined 1:1 Meetings for Development Planning
The platform’s 1:1 meeting feature empowers managers and employees to have meaningful conversations about career aspirations. Managers can use the information to guide employees toward appropriate lattice opportunities.
5. Growth Paths for Holistic Growth
Peoplebox.ai offers structured growth paths that facilitate holistic employee development. By clearly outlining potential career trajectories within the lattice framework, employees can visualize their future within the organization, enhancing motivation and retention.
Curious to learn more about how Peoplebox.ai can help you help your employees? Get in touch with us today!
Frequently Asked Questions on Career Lattice
1. How can employees navigate a career lattice effectively?
Employees should regularly explore lateral and diagonal opportunities by regularly visiting internal job boards or by maintaining open communication with managers about their career aspirations. Apart from this, they can develop transferable skills by enrolling in different learning programs that revolve around their focus areas.
2. Can a career lattice model work in large organizations with complex hierarchies?
Absolutely, career lattices can work in organizations of all sizes. All you need to do is map clear pathways, leverage internal mobility platforms, and encourage cross-functional collaboration.
3. How can employers ensure fairness in promotions within a career lattice model?
Employers need to establish transparent evaluation criteria. Promotions should be a data-driven decision and not based on gut feeling or personal relationships. Employers must also offer equal access to training and development opportunities.
4. Can a career lattice help with addressing skill gaps in an organization?
Yes, career lattices are tailor-made for addressing skill gaps in an organization. It encourages skill diversification by enabling employees to move into roles where they can develop new competencies and contribute towards addressing organizational gaps.
5. How can remote and distributed teams implement an effective career lattice approach?
Remote teams can use digital platforms, participate in regular virtual check-ins, and use collaborative tools to stay connected with cross-functional teams. These tools will ensure visibility and give constant access to career opportunities.
6. What technologies and tools can support career lattice implementation?
Talent management software like Peoplebox.ai can help map roles, track skills, and ensure that the training opportunities are relevant for career progression.
7. How do compensation and career progression intersect in a career lattice model?
Compensation should always reflect the value of the skills gained and the contributions made. It should not depend on whether the progression is lateral, diagonal, or upward.
8. How can employees proactively create their own career lattice within an organization?
Employees can first identify skills they want to develop. Then, they can seek out lateral opportunities by networking with colleagues across departments to discover new paths.
9. Can a career lattice approach help professionals who feel stuck or burned out in their current career path?
Yes, career lattices provide immense flexibility and are extremely beneficial for such people. It enables these employees to transition to roles that align better with their interests and rejuvenate their careers.
10. How do performance evaluations and career progression differ in a career lattice model compared to traditional hierarchies?
Performance evaluations in career lattices focus on skills growth and adaptability. It also revolves around contributions across roles, rather than solely measuring readiness for upward promotions.
