Regarding Growth: HR's Part in Helping Curved Career Pathways
Introduction
Thinking about going up a single, straight job ladder seems out of date in today's quickly changing work world. Growing numbers of professionals are picking "curved/spiral" career routes, which include moving from one job to another, changing skills, and taking on new roles. You're not being indecisive; you're being flexible and growing on purpose.
How Does a Curved Career Work?
Building outward rather than ascending straight up is the goal of a curved career. When people switch roles, industries, or functions, they acquire fresh perspectives and abilities. Consider a product manager who transitions from sales to user research prior to moving into strategy. They are intentional and create long-term value; these adjustments are not haphazard (Hall & Mirvis, 1995).
The Motivation for This Change
Employees must keep up with the pace of technology, shifting job roles, and the telling of a more holistic career narrative that offers greater satisfaction.
Flexibility and learning are prioritized by Gen Z and Millennials compared to rigid work frameworks (OECD, 2019). Relocating along various professional levels with bi-directional movement and lateral shifts has become a necessity to remain engaged.
How Human Resources Can Facilitate Curved Careers
HR managers have a unique opportunity to inspire and coach employees as they spiral rather than just climb.
- Continually foster internal mobility through internal talent marketplaces and help staff explore new functions to nurture internal mobility (Bersin, 2020).
- Promoting lifelong learning: To facilitate transitions we offer training and cross functional projects and upskilling programs.
- Basically, reframe success in terms of titles and normalise career shifts. Put the blame on something rather than just marketing.
- Spending the money on coaching and help will help you keep your job and minimize feelings of change anxiety.
A Culture of Development, Not Just Advertising
Quite rightly so as they help you to grow, be resilient and be creative and the highest quality talent to engage with. Just until HR really changes the mindset to co-creating your career and not managing it at all.
References
- Hall, D. T., & Mirvis, P. H. (1995). The new career contract. Journal of Vocational Behavior, 47(3), 269–289.
- OECD (2019). The Future of Work. Retrieved from https://www.oecd.org/employment-outlook/
- Bersin, J. (2020). The Rise of Internal Talent Marketplaces. Josh Bersin Academy.
This blog shares a new way to think about careers, which is great. But in many companies, curved careers are still not accepted. HR may say they support it, but promotions and rewards often still go to people who follow the "straight line." Also, not every employee has time or support to explore new roles. HR must make sure real systems and fair chances are in place not just talk about flexibility.
ReplyDeleteThank you for your honest and insightful feedback! You raise a very important point—while the idea of curved or non-linear careers is gaining attention, there’s often a gap between what’s promoted in theory and what’s practiced in reality. It’s true that many organizations still reward traditional career paths, making it harder for employees to feel safe exploring alternative growth routes.
DeleteFor real change, HR needs to go beyond messaging and build systems that support flexibility—like transparent promotion criteria, cross-functional opportunities, and accessible learning resources. Ensuring equal support for all employees, regardless of their path, is key to making curved careers a viable and valued option. I really appreciate your perspective—it highlights the work still needed to turn this concept into meaningful action.
This blog nicely captures the shift from traditional career ladders to more flexible, spiral paths. I really appreciated the focus on continuous learning and redefining what success looks like today it feels very relevant to how people actually experience career growth now. The points about HR’s role in supporting these changes were spot on. But it does make me think, how can companies support such varied career journeys while still keeping long term planning and business needs in mind?
ReplyDeleteThank you for your thoughtful response! I’m glad the focus on continuous learning and redefining success resonated with you—it truly reflects the evolving nature of careers today.
DeleteYou’ve raised a crucial question. Supporting varied career journeys while maintaining long-term business goals requires a balance between flexibility and strategic workforce planning. One great example is Dialog Axiata in Sri Lanka. They've implemented internal mobility programs and learning platforms that allow employees to explore roles across departments, all while aligning talent development with business needs. By using skills mapping and future-focused talent analytics, they ensure that individual growth also contributes to the company's long-term direction.
It’s about building a system where personal growth fuels organizational success—thanks again for sparking this important reflection!
This is a thoughtful exploration of how modern careers are evolving beyond traditional vertical growth, with a strong case for HR’s pivotal role in connecting these curved pathways. The emphasis on flexibility, learning, and reframing success aligns well with what today’s workforce values most.
ReplyDeleteHow might HR leaders practically measure the success of curved career initiatives without relying solely on traditional metrics like promotions or tenure?
Thank you for your great comment! To measure the success of curved career initiatives, HR leaders could track metrics like skill development, internal mobility, and employee engagement rather than just promotions or tenure. Retention in roles that allow for career exploration is another useful indicator, as it shows that employees feel empowered to grow in different directions. It’s about focusing on holistic growth for both employees and the organization. Appreciate your insight!
DeleteI enjoyed reading your blog on HR's role in organizational growth. You’ve highlighted how strategic HR practices can drive both talent development and innovation, aligning closely with overall business goals. I particularly appreciated your focus on leadership development as a key driver of success. Looking forward to more of your insights!
ReplyDeleteThank you so much for your kind words! I’m glad you enjoyed the blog and found the focus on HR’s strategic role in driving talent development and innovation valuable. Leadership development really is a key driver for success, as it shapes the future of both people and the business. I appreciate your engagement, and I’m excited to share more insights in the future! Thanks again!
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