If you're reading this and don't know what we mean by a progression framework, you might want to start by reading our 'What is a progression framework?' article.

Progression frameworks help your team understand how they can progress in their roles.

Why is this important? Well, there are many reasons for having a progression framework, but there are three that stand out the most.

Retention

Your team want progression, and if they don't see it internally, they'll look externally. 27% of people listed lack of career opportunities as why they would leave in the next year.

The only place they feel like they can get progression without a progression framework is from job descriptions. Which 99% of the time, is going to mean outside your company.

Your framework can help by:

  • showing what's expected of the role above them in the individual contributor (IC) track

  • showing what's expected to work as a manager

  • showing what's expected of other roles within the organisation.

    For example, the skills required to be a technical product manager might not be so different from that of some engineers. As such, by demonstrating this, you can unlock internal mobility potential. The engineer who'd like to be a product manager is already looking at those roles - just outside your organisation at the moment.

If team members can see where and how they're able to progress, they will be happier, and more likely to stay. Win.

Whilst team happiness, and therefore retention, is our number one goal for having a framework, there are some secondary benefits as well.

Skills mapping

It's impossible to know what skills you have within your team if you don't have some sort of skills based framework in place to track them against. Once you've implemented your progression framework, and if you run some form of skills assessment against it (we call this a check-in), then you'll be able to see what skills you have in your team, and what skills you lack. You can use this for hiring, team wide upskilling, or for identifying potential trans-organisational collaboration opportunities.

Hiring

Progression frameworks are becoming expected by candidates looking for new opportunities. For the same reasons as they help retain existing staff, individuals want to know that not only can they do the job they're being hired for, but that they can progress once they've got there. They are becoming so expected that people are putting them public so candidates can see what they are before even applying. Both Progression's customers, and not.

Further - how much easier to create job descriptions if you know what's expected of each role already.

So, if you like the sound of those, great!

Check out our next post on how to get started on building a framework.

If you want some more reading around the theory frameworks, check out this piece on why frameworks without engagement aren't worth it (you won't get retention). Also, why it's the conversations between you and your team member are where you're going to unlock the magic of the framework.

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