“Where do I go from here?”

By the time the question is asked, it’s too late. Several organizations I have worked with haven’t clearly identified their pathways to full promotion.

By failing to do this, you are inviting turnover.

What do I mean? You might have a job sequence identified (with designations like Engineer 1, Engineer 2, Engineer 3), but what happens beyond that? Anything? Where else can they go in the organization? What are all the levels of advancement? What are the requirements for advancement? What are the expectations? How does ownership work?

When you go to college, you know what to expect. You have a list of classes to take for a major from day 1. You can see how it will be broken up over the years. Every syllabus gives you expectations up front. You get regular feedback along the way from professors (meetings, grades, etc.) At the end is graduation. For the most part, it’s clear.

For many of us, work is exactly the opposite. You start a position and there are no communicated expectations, no clear path for advancement, not enough feedback. It feels opaque. Your growth opportunities feel uncertain. So, what do you do? Look to other firms for positions that appear to be a promotion. At least that is in your control.

Here’s your Tuesday Tactic to reduce superstar turnover:

– Identify the full promotion path for every entry point

– Frequently communicate expectations for every position

– Provide frequent real time feedback

– Talk often about their growth path