career GPS: navigating your career squiggle.

career navigation: a generation game

In today’s rapidly evolving job market, the traditional career path is becoming a thing of the past. Employees no longer expect to stay with one company or even in one role for their entire career. As a result, businesses must adapt by offering robust career navigation solutions that empower employees to grow and succeed within the organization or transition smoothly to new opportunities when necessary.

With six generations now coexisting in the job market, from Gen Z to the Silent Generation, career expectations and relationships with work have never been more diverse. Each generation brings its own values — whether it's Gen Z’s desire for purpose and flexibility, Millennials’ focus on growth, or Baby Boomers’ and Gen X’s commitment to stability. This generational mix creates a complex workplace dynamic, making career navigation through coaching more essential than ever. Tailored career coaching helps bridge these differences, guiding employees to find meaning, balance and alignment in their careers. By offering personalized support, employers can ensure that every generation thrives, enhancing both individual satisfaction and organizational success.

organizational culture: a catalyst for growth

Today, careers are no longer linear and are designed with ladders to help people move from one role to another. Careers are more about the “squiggle,” where movement is sideways, left, right and upwards depending on the opportunities and career aspirations at that moment in time. Aligning career navigation through career coaching is a powerful driver for upskilling and reskilling within an organization. Career coaching helps employees identify gaps in their skills, discover new interests and align their personal growth with the evolving needs of the business.

By offering personalized career coaching, organizations can encourage continuous learning and guide employees towards relevant development opportunities. This not only enhances individual capabilities, but also equips the company to adapt to industry changes, creating a future-ready workforce. Ultimately, career coaching empowers employees to embrace growth, making upskilling and reskilling a natural part of their career journey.

internal mobility: leveraging talent from within

Harnessing talent within your organization is documented as one of the top HR priorities in several marketplace trends reports. This priority aligns with employees' changing demands and the requirement for employers to focus on supporting talent in identifying, exploring and developing skills, growth and internal career opportunities.

Whether through promotions, lateral moves or cross-departmental transfers, internal mobility is a win-win for both employees and employers. For employees, it provides opportunities to expand their skills, take on new challenges and advance their careers without leaving the company. For employers, it’s a way to retain valuable talent, reduce hiring costs and fill critical roles with individuals who already understand the company’s culture and operations.

Effective internal mobility programs require more than just job postings on an internal board. Through career coaching, employees gain clarity on their strengths, interests and growth opportunities within the organization. This personalized guidance empowers them to explore new roles, take on challenges and actively seek opportunities that align with their career goals.

By investing in coaching, companies not only retain talent but also create a dynamic, motivated workforce where employees feel supported and inspired to grow within the organization, leading to increased engagement and internal mobility.

redeployment: maximizing workforce agility

In times of organizational change, such as mergers, restructures or shifts in business strategy, some roles may become redundant or require new skill sets. Instead of resorting to layoffs, companies can turn to redeployment as a strategy to retain valuable employees by moving them into new roles that better align with the company’s current needs.

Redeployment programs are particularly effective when paired with reskilling or upskilling initiatives. By providing employees with the training they need to transition into new roles, organizations can retain institutional knowledge, maintain morale and reduce the costs associated with turnover. Redeployment also sends a powerful message to employees that the company is committed to their long-term success, even when change is inevitable.

when the squiggle moves talent outside of the organization

While the goal is always to retain talent, there are times when an employee’s career journey will take them outside of the organization. Outplacement support is critical in these situations, helping employees as they transition to new roles outside the company.

Outplacement services typically include resume writing, interview coaching, job search strategies and sometimes even emotional support during what can be a challenging time. For the organization, offering outplacement services is not just about doing the right thing; it also helps protect the company’s reputation, reduces the risk of legal action and maintains positive relationships with former employees, who may find their way back to your organization one day in the future.

employee experience: integrating the career journey

The key to a successful career navigation strategy is integration. Career coaching, internal mobility, redeployment and outplacement support should not exist in silos. Instead, they should be part of a comprehensive approach that helps employees at every stage of their career journey.

This integrated approach begins with a strong understanding of the organization’s workforce needs and employees' career aspirations. HR leaders should work closely with managers to identify skill gaps, forecast future talent needs and develop clear pathways for employee development and mobility. Additionally, they should ensure that all career navigation services are accessible, well-communicated and tailored to meet the diverse needs of the workforce.

By offering career coaching, internal mobility, redeployment and outplacement support in an integrated way, companies can create a resilient and adaptable workforce that is ready to navigate the complexities of the modern job market. This holistic approach not only benefits employees but also strengthens the organization’s ability to thrive in a rapidly changing business environment.

investing in careers is investing in success

In the end, career navigation is about much more than helping employees find their next job. It’s about creating a culture of growth, adaptability and support. When organizations invest in comprehensive career navigation solutions, they are investing in their greatest asset: their people. By empowering employees to navigate their careers confidently, companies can build a stronger, more agile workforce that is prepared for whatever the future may hold.