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Climbing the Ladder: 10 Approaches to Advancing Young Professionals





Photo courtesy of wocintechchat on unsplash.com


To provide insights on promoting career advancement for young professionals, we asked ten leaders, including CEOs and Human Resources directors, to share their strategies and success stories. From implementing a rotational program to giving feedback and recognition, these leaders share their experiences and the factors that contributed to the growth of young professionals in their organizations.

  • Implement a Rotational Program

  • Pair Mentorship and Long-Term Commitment

  • Set Clear Career Paths

  • Encourage Freedom to Pursue Interests

  • Focus on Internal Mobility

  • Encourage Cross-functional Experience

  • Promote a Growth Mindset

  • Teach Risk-Taking and Give Learning Opportunities

  • Foster Taking Ownership

  • Give Feedback and Recognition


Implement a Rotational Program

In order to promote more career-advancement opportunities for employees within our organization, we instituted a rotational program a few years ago that allows employees to switch departments and experiment with different roles.


We felt this was a great way to retain employees who are either unhappy in their current role or feel like they have hit a wall within their current team or department. In fact, when we first instituted this rotational program, an individual on our tech team was having a difficult time getting along with his direct supervisor.


So, rather than terminate his employment or stand idle, we offered him a rotational position within our content marketing team. Fast forward two years, and this individual is now thriving within his new department. In fact, he was recently promoted to Vice President and now manages a team of two himself.


Janelle Owens, Human Resources Director, Guide2Fluency


Pair Mentorship and Long-Term Commitment

In 2003, I hired my first college graduate at Anvil. Ten years later, she was vice president and ran the team. Our collective success was a long-term commitment to each other. I built trust by being a mentor and supporting personal and professional growth for my new hire.


In turn, she demonstrated her potential by studying her craft, getting to know coworkers and clients, and providing timely feedback to help me run the business more effectively. She has had a productive career since leaving Anvil but made significant contributions throughout her tenure.



Set Clear Career Paths

In our organization, we set clear paths for career growth. Everyone knows what they need to do to move up.


A great example of this is Daniel's story. We hired him even though he didn't have experience or formal education. What we liked about him was his drive and determination. He learned very quickly and, within two years, he moved from a junior position to a senior one.


The results of his hiring were so good that we looked for similar candidates, and Daniel even helped us with the hiring. His success shows how clear goals and a willingness to learn can lead to great advancement.



Encourage Freedom to Pursue Interests

Niching down is important to ensure your company is not seen as a "jack-of-all-trades, master-of-none," but this approach can risk stifling employee growth.


A recent experience involved a new recruiter with interests that extended further into the engineering field than usual. There could have been concerns about where she'd fit into the team, but instead, the freedom was given to work towards clients that wouldn't have been pursued otherwise.


Not only did this wind up beneficial for the company, it also gave her the room she needed to grow and develop her skills without feeling stifled. This experience has led to a reconsideration of limitations placed on young professionals in the organization, and a decision to micromanage their specialties less.



Focus on Internal Mobility

I strongly believe in equal opportunity. This philosophy is extended to every level of worker in my organization.


A recent example is the promotion of a dedicated worker who began as a part-time assistant. Knowing that our workplace emphasized internal mobility, he took the time to learn about aspects of the firm that didn't necessarily apply to him, even staying after hours to shadow top employees. His drive led him to understand the inner workings of the entire business.


In no time, I had a new and hard-working recruiter instead of an assistant. If internal mobility hadn't been a priority at Redfish, he might have avoided the extra work, and both of us would have missed out. Today, he's a top lead generator.


Rob Reeves, CEO and President, Redfish Technology


Encourage Cross-functional Experience

For advancing careers, focusing on young talents is crucial. A standout instance is a team member who started as an intern and now leads a dynamic team, experiencing an impressive 200% career progression in three years.


A customized mentorship program has played a significant role, guiding individuals through personalized skill enhancement. According to a recent survey, a notable 87% of employees attribute job satisfaction to career advancement opportunities (Source: Employee Engagement Report). Aligning passions with projects sparks enthusiasm.

Exposure to cross-functional experiences offers a broader palette for showcasing potential. These stories of achievement solidify the notion that fostering individualized growth is the foundation for a thriving career, benefiting both employees and the organization.



Promote Growth Mindset Leads to Success

In our company, we try to help young workers think positively about the growth mindset and learning. This idea comes from Carol Dweck's work. By doing this, we've seen great results.


One young worker who joined us was eager to learn and improve. We encouraged him to believe that he can always get better and learn more. With support and the right mindset, he did really well. In just two years, he was earning a high salary because of the great work he did for us.


The lesson for other companies is simple: help your young workers believe in growth. This can lead to success for them and for the business.



Teach Risk-Taking and Learning Opportunities

Young employees like to experiment. We give them plenty of chances to take risks and make new suggestions. This teaches them to support their arguments with facts and research.


Provide opportunities such as representing the firm at a conference, customer meeting, or trade exhibition. This matters a lot to employees. Give them chances to learn about the most recent developments in technology.


To boost morale and give workers a sense of importance at work, we reward them regularly. It could be gifts, incentives, bonuses, etc. Following these strategies once helped one of our employees secure a senior role within a year. Her journey portrays these elements and their importance.


Perry Zheng, Founder and CEO, Pallas


Foster Taking Ownership

At our tech company, we prioritize the growth and development of young professionals through a multifaceted approach. We encourage them to take ownership of their career paths and provide continuous learning opportunities, both through formal training and on-the-job experiences.


A striking instance of this is a junior programmer who embarked on a journey of advancement. With our backing, he undertook managerial courses, acquiring crucial leadership and team-building skills. This evolution paved the way for his transition into a team leader role, underscoring the potency of our strategy in fostering well-rounded and empowered professionals.


Luciano Colos, Founder and CEO, PitchGrade


Give Feedback and Recognition

The career advancement of youthful professionals relies heavily on continuous feedback and recognition. A junior graphic designer exhibits this. We learned about his talent for visual storytelling through in-depth analyses of his performances.


By recognizing his contributions and providing constructive feedback, he was motivated to expand his skill set. He actively pursued animation training, thereby enhancing his design abilities.


Thanks to his hard work, the animations he created were fascinating to both customers and coworkers. His rise from junior designer to lead creative artist exemplifies the power of a growth mentality, reinforced by frequent criticism and public acknowledgment.


Cindi Keller, Communications Coordinator, The Criminal Defense Firm



 

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