Employers are always on the lookout for ways to boost employee retention, motivation and productivity. One answer is progression plans. In today’s competitive job market, employees aren’t just looking for a job, they’re looking for a career path.
However, you might be wondering what is a progression plan? In this blog, our experts from Damar Training will tell you all about what it is and how it can develop members of staff in your organisation.
What is a progression plan?
Essentially, a progression plan is a structured roadmap that is designed to guide employees through various stages of their career within your organisation. It usually outlines the goals, skills, and experiences needed for employees to progress into higher levels of responsibility or specialised roles.
For example, a member of your team may have worked in a junior role for the past few years and has aspirations to move into a more senior position in the future. A progression plan offers a natural sense of direction, laying out the next steps needed to reach this goal.
The business and professional apprenticeships that Damar offers can form an effective component of progression plans, supporting the development of knowledge, skills and behaviours to enable employees to perform effectively in their new role and prepare for the next one.
What are the benefits of a progression plan?
Progression plans bring a wide range of benefits for both employees and employers. They are strategic tools that can boost a company’s ability to attract new and retain existing talent.
For employers, benefits include:
- Better productivity and performance: A progression plan gives employees tangible goals to work towards by outlining the specific steps and skills needed to progress to the next level – this gives the individual more purpose and can help to improve employee productivity
- A more skilled workforce: Progression plans often include training and development opportunities – all apprenticeships, such as our business administration programme, build the knowledge, skills and behaviours individuals need to perform effectively in their role
- Improved employee retention: Progression plans will show employees that you’re genuinely passionate and invested in their future, making them more likely to stay with the company.
Tracey Wilson, Operations Director at Blue Cube Corporate Travel Management, says:
“The travel apprenticeship gives our apprentices a comprehensive skill set tailored to the travel industry. This includes expertise in travel planning, customer service, logistics, and the use of booking systems. By integrating these skilled individuals into our team, we elevate the overall proficiency and efficiency of our organisation.”
For employees, benefits include:
- Career clarity and direction: A progression plan will remove any uncertainty about an employee’s future, allowing them to understand exactly what steps they need to take to achieve their career goals
- Skills and confidence building: By offering training and opportunities for new challenges, employees continually develop their skills, abilities and confidence. Understand more about the benefits of employee training.
- Improved job satisfaction: When an employee feels valued and can see clear opportunities for growth, they have a more positive approach to their work and the organisation.
How to create a successful progression plan: A quick process
So how do you create a progression plan? Follow these simple steps to get you started:
- Identify key roles and skills
Start off by mapping out the different roles within your company and the skills and qualifications required for each one. Identify logical pathways that an individual could follow from entry-level through to senior leader.
- Talk to your employees
Don’t shy away from involving your staff in the process. Ask them directly about their career aspirations, strengths and areas where they feel like they want to develop. This will show your employee that you’re genuinely interested in their future and ensure you’re working with them to come up with the best possible plan.
- Outline milestones
For each career path, define each specific milestone and the requirements it will take to get there. This should include specific things like what skills they will need to master, qualifications they may need to achieve, and performance targets.
- Provide ongoing support
A progression plan will only be effective if you provide the resources needed to help employees succeed. Consider whether an apprenticeship might be the most effective way to upskill your employees. Short courses, shadowing, mentoring and secondments are other possibilities. See our blog on learning cultures to discover more.
- Review and refine
And finally, reviewing and refining your progression plans is always wise. We’d recommend checking in with staff regularly so that their goals and plans are always aligned. Make sure to celebrate their achievements and adjust the plan when needed. Your business’s environment and your employer’s goals may change over time, so flexibility is key.
Develop your talent with Damar
Hopefully, this blog has answered your question ‘What is a progression plan?’ A progression plan is more than just a mere gesture; it’s a strategic investment in your employees and your business’s future. By offering staff a clear roadmap of career progression, you can create a highly skilled and loyal workforce that is ready to drive your company forward.