Many leaders face a dilemma when high-performing employees inquire about advancement opportunities amidst budget constraints and lack of open positions. Leaders typically default to promotions as the primary method of demonstrating value to employees, but this can lead to feelings of powerlessness and invisibility. The S Curve of Growth Framework offers a new approach to career development by viewing it as a learning curve rather than a rigid ladder. This framework fosters ongoing conversations about progress and mastery, emphasizing the importance of regular check-ins for employee growth and recognition.
Instead of thinking about career development as a ladder, I encourage leaders to think about it as a learning curve—specifically, what I call the S Curve of Growth.
When employees ask about advancement, they're often asking for something deeper—to be seen, valued, and recognized for their contributions.
The S Curve of Growth gives you and your employees a shared language for career conversations. Instead of 'I need a promotion,' the conversation becomes 'I'm reaching mastery on my project management S Curve—what new curve should I start climbing?'.
The solution isn't finding more money for promotions. It's separating recognition from title changes.
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