Jessica and Tyler’s reaction is of course comical in its inanity.

How could parents fail to encourage growth, maturity, and responsibility in their children? Why would they not delegate some appropriate work to their kids? If the boys did more, it would allow them as parents to branch out into new activities. Sharing tasks would make their family stronger, and less exhausted. They might even have some leisure time. It is nonsense to say the only way to grow is to go to another family!

The Workplace in 2023

So, let us apply this story to the workplace in 2023.

In our work with employee engagement, we often see that team members are interested in a path to career advancement but leaders can respond in a similar fashion to the Stephens parents.

What do employees hear? “Career advancement can’t happen in this organization.”

Leaders can become frustrated that people are looking toward their future; want to take on new responsibilities, to do some of the things the leaders do, and to be compensated for doing them. All-too-common responses are, “We are too small,” “The organization is too flat,” or “That’s my area to decide or lead.”

What do employees hear? “Career advancement can’t happen in this organization.”

Entrusted as Stewards

What if leaders saw each employee as someone made by God whom they are entrusted to steward, grow, develop, and empower?

We expect Jessica and Tyler to invest in their sons and to encourage initiative. Certainly, they should not say the children must leave in order to become more competent. Likewise, imagine that employees can fulfill the roles for which they were hired, and still advance on a career path. As employees acquire more responsibilities, supervisors become free to focus on higher tasks themselves.

Do you believe career paths are too complicated or too expensive?

What about you? Can you envision that any willing employee, in any role, can have a career path in your organization? If not, what is limiting your vision? Is it “we are too small” or “too flat?” Do you believe career paths are too complicated or too expensive?

It is Possible

Here is the good news. Not only is it possible to create a career path for anyone, it is also a wise and prudent measure.

Why? First Peter 5:2 (NLT) says, “Care for the flock that God has entrusted to you.” Equally important is stewarding the mission itself.

Whom are we equipping to handle the challenges ahead? Whom are we preparing to lead as others move on? Building on the gifts and talents of employees results in mission sustainability, growth, and impact.

Practical Steps

Practically, how can you create paths for your employees so that they can advance in their careers right now? Start here:

• Decide what you can delegate
• Invest in training, coaching, and mentoring to bring team members up to speed.

In larger organizations, learn the competencies needed to advance, and the job titles. Combine this with financial rewards for those who take on additional responsibilities. 

Questions for You

• What skills will your organization need next year, in two years, and into the future?
• Can you envision a stronger, growing workforce and what a difference that will make to your mission challenges ahead?
• Will you make it possible for everyone to have a career path at your organization?

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Giselle Jenkins is the Consulting Director with Best Christian Workplaces, since 2015. Her experience spans 30 years in nonprofit leadership with a special emphasis in employee engagement, leadership development, and Human Resources. As an executive HR leader, she works with organizations to build flourishing workplaces. Learn more at www.workplaces.org.