Career Pathing is Broken—And Employees Know It

Let’s drop the act: most companies don’t actually have career paths.
They have vague promises, dusty org charts, and the occasional “growth conversation” that goes nowhere.

Employees see through it. And they’re leaving because of it.

🚧 What Career Pathing Should Be
A real career path:

Defines skill growth, not just job titles

Includes cross-functional options—not just straight lines

Has actual timelines, not “someday when we see fit”

Aligns employee goals with business needs

But in reality?

Employees are told to “own their career,” which often translates to “figure it out yourself—and try not to ask for a raise.”

👀 What Employees Actually Experience
Promotions decided behind closed doors

Managers who can’t answer, “What’s next for me?”

HR frameworks no one’s updated in years

Lateral moves disguised as “growth”

Learning budgets with so many hoops, no one uses them

It’s no wonder employees stop engaging. They realize upward mobility often means leaving.