Advancing up the corporate career ladder has traditionally required individuals to step into a managerial role.
Whilst for some employees this offers a good fit for their aptitude and ambitions, it’s important that business leaders increasingly recognise that people management is a particular skill set and does not necessarily reflect everyone’s ideal path to career success.
However, a number of business giants, including Google, Shopify and Mastercard, have successfully introduced a dual-track approach to promotion.
Here, people can still advance and gain increased compensation parallel to a managerial route. So, should more businesses be following in their footsteps?
Let’s review some of the benefits for employees and employers alike.
Levering skills and talent
According to the CIPD Good Work Index 2023, job satisfaction was the second most important driver for employees after pay and benefits, which underlines the importance of aligning ambitions with roles.
A dual-track approach can take various forms.
A simple option is to create both a people management and a technical track for progression. Doing this allows aspiring leaders to follow one track and individuals with no interest in moving into management to instead build on their technical ability or expertise.
People are more likely to stay within a company that values their skills
It might mean studying for more advanced qualifications to become a specialist in that sphere, building on skills to become a subject matter expert or undergoing a coaching qualification, for example.
Shopify has named the people on this track ‘crafters’ – individuals who can deepen their expertise to drive innovation and efficiency in their specialist area.
It also makes sense that as employees progress up the salary scale, they are being paid more in relation to where their individual skills and talents lie. A high-performing technical individual who moves reluctantly into management for example is arguably being paid more to be less effective.
Training and development will certainly fill gaps but it can never fully counter a poor job fit, that doesn’t reflect an individual’s natural strengths.
Improved retention
A dual-track approach should also benefit employee retention in a number of ways.
Firstly, people are more likely to stay within a company that values their skills and ambitions and offers an attractive and suitable route for advancement.
Secondly, it’s important to recognise the role of managers in retention and underline the importance of having the right people in the right seats.
Firms can focus on having a smaller number of motivated, well-trained and supported individuals at managerial level.
The data doesn’t lie
Recent Chartered Management Institute research shows that employees with effective managers represent the lowest flight risk, with just 21% planning to leave their organisation in the next 12 months.
This contrasts quite sharply with a figure of 50% for those workers with ineffective managers.
By empowering those with a genuine interest in people management and avoiding the perpetuation of so-called ‘accidental managers’, firms can focus on having a smaller number of motivated, well-trained and supported individuals at managerial level. Thus helping to reduce turnover and increase employee wellbeing.
Leaner hierarchy
If becoming a manager is the only upward career trajectory, it may easily lead to an overweighting, particularly at middle management level. Whereas fewer middle managers with a wider span of control could deliver greater cost and business benefits.
From an organisational perspective, having a number of management levels to navigate could also make businesses less agile.
Whereas a dual-track system creates a flatter structure, with potentially fewer bottlenecks for decision-making and more opportunities for autonomy.
Forward first
Going forward, it’s important that businesses increasingly recognise the value that both managers and expert individual contributors bring to their proposition.
Having dual-tracks for advancement offers the ability to more effectively leverage employees’ skills and ambitions within the workplace. And this could be an important point of difference in the battle for attracting the best talent.
Here are some practical next steps for firms interested in introducing dual career tracks:
Get management buy-in
Clearly outline the business benefits for offering dual career paths. These can include expanded career opportunities, increased talent attraction and retention, better employee engagement and improved utilisation of skills.
Develop frameworks
Establish clear frameworks for both managerial and technical tracks, including core roles, competencies and responsibilities, salary ranges, advancement criteria and performance management.
Training and development
Design suitable training and development programmes to support skills growth in both tracks. Line managers will also need upskilling for this framework to function effectively.
Ensure equitable recognition
Map career paths in both tracks to ensure employees will receive equitable recognition, rewards, and opportunities for advancement.
Communicate clearly
Plan how you will document, distribute, and communicate the dual track system to employees across the business and provide guidance on career planning.
