4 Ways Employers Can Build Big Career Pathways in Small Companies

4 Ways Employers Can Build Big Career Pathways in Small Companies Smaller companies are bedrngnis usually able to offer the highly visible, varied, and extensive career pathways enjoyed by the employees of larger organizations. In small organizations of 10-20 people,which employnearly 20 percent of the U.S.s working population, its likely that there are only one or two management positions availableand few (if any) opportunities to move sideways into another career path. Small organizations can seem likecareer dead ends to employees and candidates, and thats a problem for small businesses. Its hard toengage and retain employees when78 percent of workers say they would be willing to stay with their current employers if they knew what their career paths would be.The good news is that there are many ways that small employers can and should build attractive career pathways for workers, andI have outli ned some of themhere1. Create an Entrepreneurial PathwayThis is perhaps the best kind of career pathway you can build in a small company, although it cant be theonly one you build.Not everyone is suited to this careerapproach.However, if you have lots of creative, itchy-feet types in your business, you may want tocreate an entrepreneur policy which enables staff members to pitch ideas for new products, duties, tasks, etc., which they themselves can take forward. Why not schedule an Ideas Day on your calendar every quarter when staff can book time with decision makers to pitch their new business ideas?2. Outline a Vision for GrowthNot all of your workers will respond to the entrepreneurial career pathwaysome will simply want some kind of pathway set out for them.You cant set out career ladders that dont exist, but you can set out realistic future growth plans which include increases in headcount and the creation of new and exciting roles that will present opportunities for career pro gression and growth within your business.Of course, youll need to deliver on these plans. Dont just string employees along with promises of development set out a clear vision, and then make it a concrete reality.3. ImplementaJob RotationProgramIt may not always be possible for an employee to move upward, but there may be opportunities for them to move sideways to widen their skill sets and revitalize themselves. Job rotation can simply mean rotating between jobs within a particular function to broaden experience, or itcould even mean movingacross functions.Job rotation is considered beneficial by early-career workers they see it as agreat way to enhance their skills. Additionally, rotating staff members between jobs will not only make them more skilled and engaged, but it will also make them more promotable by preparing them to be flexible and adaptable.4. AdvertiseYour Business as a Stepping StoneAs a small business, you have tobe realistic about your career pathways. You simply ma y not be able to offer the kind of career progression that is going to satisfy amore ambitious worker for four or fiveyears.That being said, you may be able to offer an ambitious worker the next best thinga stepping stone to their next upward career move. As a small business,you can offer highly talented employeesthe ability to gain experience and develop their skills so that they can move on to another employer in a few years time.This can be a win-win strategy for employees and employers employees receive support and development opportunities, and employers find a way to engage high-flying talent for a period of time.Small business owners need not feel as if major corporations have all the advantages. Even with limited space, a limited budget, and a tiny staff, a company can build and offer the kinds of career paths that attract the best and the brightest. All it takes is a little ingenuity.