Rethinking Career Progression Paths

Internal promotions have long been considered the primary route for professional advancement, but new data shows that job-hopping has become the dominant method for career growth. As traditional corporate ladders flatten and development stalls, employees choose to leave rather than wait. To retain top talent, employers must rethink how they approach career development and advancement.

Why Internal Mobility Is Stalling

Most workers are not advancing within their current organizations. An analysis by ADP found that 75% of employees leave before receiving a promotion.

Research supports this trend, showing that 58% of employees changed jobs in the past five years rather than wait for advancement.

This shift reflects growing frustration with limited visibility into career paths and delayed recognition. As a result, external moves are increasingly viewed as the most effective way to progress professionally. To reverse this trend, employers need to focus on three key areas: increasing access to upskilling, clarifying promotion criteria, and creating a culture where growth is expected—not exceptional.

Increase Access to Upskilling

Employees often leave because they feel their current roles lack growth. Employers can address this by offering structured learning paths, cross-functional experiences, and project-based opportunities that build new capabilities and prepare employees for future roles.

Clarify Promotion Criteria and Timelines

Employees are more likely to stay when they understand what it takes to move up. Establishing clear promotion tracks, documenting expectations, and encouraging regular growth conversations can reduce uncertainty and build trust.\

Create a Culture that Prioritizes Growth

Workers who feel supported in their development are significantly more likely to stay and recommend their organization to others. Prioritizing internal mobility, celebrating progress, and making advancement opportunities visible across departments can strengthen engagement and long-term retention.

The Future of Retention: Career Development First

With job-hopping on the rise, a reactive approach to promotions is no longer enough. Supporting internal career growth, expanding access to meaningful skill-building, and maintaining transparency around advancement are now essential. Companies that embrace these strategies will be better positioned to attract and retain top talent.

_{SOURCE: United Benefit Advisors (UBA)}