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Career paths are no longer defined only by promotion. People want wider career development and opportunities to build skills across different areas. They want space to grow in ways that feel meaningful and sustainable.
Companies that support both vertical career growth and horizontal career growth appeal to people who want more than a title. They want support for long term development.
Professionals look for roles that help them progress and learn. The Michael Page Candidate Pulse survey shows that many people are willing to move when a role offers more responsibility.
Growth can mean many things. Horizontal career growth has become an important option for employees who want variety and broader experience.
Providing more than one growth path helps people choose what fits them best.
Vertical career growth means moving into a role with greater responsibility and decision making. Leadership skills become more important, and job expectations grow.
This path suits people who want to specialise or lead teams.
Vertical progression works best when the structure is clear, including fields like:
These environments help people see their next step.
Horizontal career growth gives employees the chance to broaden their experience without needing a promotion. It opens access to new tasks, new teams and wider skills.
Examples include:
This path helps people learn continuously and understand the organisation in a fuller way.
This path works well in fast moving fields such as:
These areas reward varied experience and flexibility.
Vertical career growth fits people who want:
Horizontal career growth fits people who want:
Together they support strong, flexible career development.
Many organisations use a career lattice to help people grow in multiple directions. It supports movement upwards, sideways or diagonally.
The Candidate Pulse survey shows that limited internal mobility is a major reason people consider leaving. When movement is encouraged, people stay longer and grow with the organisation.
A career lattice helps employees build confidence and helps organisations stay agile.
Employees stay where they feel they have room to grow.
These steps help people stay engaged and avoid career stagnation.
Candidates want to understand how a role supports their development. Showing that your organisation offers both growth directions helps you attract people who value progress.
People want environments that support long term learning. They value the chance to grow in different ways, whether upward or sideways. Companies that offer this flexibility build stronger, more confident teams.
Models like the career lattice help employees take ownership of their development.
Strong career development paths play a key role in attracting talent. Michael Page helps organisations find people who match their goals, culture and long term plans.
If you want support finding talent ready to grow with your organisation, our team can help. Contact us today.
