Career Ladder: How Do You Handle Career Growth Conversations When There's No Clear Path Up?

A career ladder doesn't always have to go upward. Sometimes it can expand outward through new skills and responsibilities.

What about creating a skills-based growth path? Employees could advance through specialized training and certifications with opportunities for higher pay.

I'd also ask candidates what career growth means to them. Not everyone wants to manage people.

Could a company create meaningful career advancement without having to create additional management positions?