Squiggly careers: reimagining what career progression looks like

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This week, I'm talking about how career progression has evolved beyond the traditional corporate ladder. The modern workplace demands a more fluid approach to career development, embracing what's known as "squiggly careers" –? a term coined by Helen Tupper and Sarah Ellis from the career development company Amazing If. With “squiggly careers”, progression isn't just about moving up, but moving across, developing new skills, and finding fulfilment in unexpected places. But how can we embrace this, and how can organisations support employees when it comes to career progression and career changes??

This newsletter features ??

?? Graph of the week - 48% of Flexa verified companies offer personal development and L&D initiatives

?? Beyond the title - what do your employees want from work?

?? How can organisations support “squiggly careers”?

?? Communicating career growth: what can organisations do?

?? 10 companies leading the way with career progression ??? The future of work - have your say!?

This graph reflects a growing trend to support employees in developing the skills they personally want and need to advance in their careers. This approach not only creates a culture of continuous learning, but also empowers employees to take control of their own path to career progression, in line with their unique aspirations and professional goals.

By offering these benefits, companies are shifting away from traditional, one-size-fits-all training programs. Instead, they are providing employees with the flexibility to choose the learning opportunities that align with their interests and career trajectories. Whether it's taking a course to deepen their expertise, attending workshops to gain new skills, or dedicating time to self-directed learning, employees now have the autonomy to pursue the skills that matter most to them.

Beyond the title - what do your employees want from work?

Career progression has evolved significantly from the traditional "climbing the ladder" approach. Today's workforce is looking for:

• Skill expansion It’s not just about landing a new title—it’s about building a stronger skill set. People want to grow in ways that make them more adaptable, relevant, and ready for anything.
• Horizontal moves Moving sideways is the new moving up! Employees are looking to take on roles across departments or areas to gain fresh perspectives and a broader range of experiences.
• Project-based learning Projects are now seen as hands-on learning adventures. People want to dive into meaningful work that lets them build new skills in real time.
• Work-life integration It’s about blending work and life in a way that feels sustainable and enjoyable. Employees want to pursue their careers without sacrificing what matters most outside of work.
• Purpose alignment Work is more than just a job. People want to feel connected to a mission that matters to them, knowing their contributions make a difference.
• Personal and professional growth Development today is all-encompassing. Employees want to grow in ways that support both their career ambitions and their personal goals—whether it’s better communication skills, creative pursuits, or learning new things.

The modern career journey is less about reaching the next level and more about building a portfolio of experiences that create fulfilment and value. It’s important to understand this when attracting and retaining talent. Understanding more about their ‘why’ and future goals will put you in a better position to keep them and fulfil what they need from work.

How can organisations support “squiggly careers"?

The term "squiggly careers" was coined to describe the non-linear career paths that are becoming increasingly common. Unlike traditional career ladders, squiggly careers:

- Move in multiple directions

- Include career changes and pivots

- Combine different skills and experiences

- Value exploration and experimentation

- Focus on learning and growth

- Embrace uncertainty as opportunity

But how can organisations support career changes?

Encourage cross-functional opportunities

Rather than keeping employees confined to a single department, organisations can support career growth by creating pathways for cross-functional roles and projects. By allowing employees to explore different areas of the business, companies help them build diverse skill sets, stay engaged, and see new career possibilities. Cross-functional work also means better collaboration, as employees gain insights into other teams’ goals and challenges.

Provide access to continuous learning and development

Squiggly careers thrive in environments where learning is ongoing. Offering access to courses, workshops, or certifications—especially in skills that go beyond an employee’s immediate role—gives them the freedom to grow in the directions they’re curious about. Learning doesn’t have to be formal, either; mentoring programs, peer learning sessions, or job shadowing are all great ways to nurture personal and professional growth on an ongoing basis.

Support flexible career paths and personal goals

Not everyone’s career needs to follow a straight line, and organisations can support this by allowing flexible career paths. Regular career conversations, individualised development plans, and goals that include personal as well as professional milestones encourage employees to take paths that work for them. When employees know they’re supported in pursuing meaningful and personalised career moves, they feel more engaged and motivated to stay with the company.

Career growth conversations: what can organisations do?

Equip managers to guide and support career conversations

Managers play a key role in helping employees understand and navigate their career paths. Giving managers the right training and tools for career development conversations equips them to offer meaningful guidance, answer questions, and encourage open discussions around progression. When managers are well-prepared, employees feel more confident in exploring their career options and seeing a future within the organisation.

Establish transparent and clear performance review processes Employees need to know exactly how their performance is evaluated and how it connects to career advancement. A clear, transparent review process—where goals, expectations, and feedback are consistently communicated—helps employees see where they stand and what steps they need to take to progress. Outlining key skills, behaviours, and achievements tied to advancement can turn performance reviews into powerful tools for growth.

Create and share defined career pathways Having clear, accessible career pathways for different roles or departments gives employees a roadmap of potential directions they can take. These pathways should showcase a variety of progression options, from vertical moves to lateral shifts and skill-building opportunities. By making this information readily available, organisations show employees that they have diverse options to develop within the company, helping them feel supported and motivated to grow.

Share stories of employees who have had squiggly careers

Highlighting real stories of employees who have taken non-linear career paths within the organisation can be incredibly inspiring. Whether it’s someone who moved from marketing to product development, took a lateral move to explore new skills, or advanced through a mix of roles and projects, these stories bring career progression to life. They show employees that the company values diverse experiences and supports different growth paths, reinforcing the message that career development is flexible and personalised. Sharing these stories through newsletters, town halls, or your live feed on Flexa makes it clear that employees are encouraged to take ownership of their unique career journeys.

?? 10 companies leading the way with career progression

Here are some Flexified companies leading the way in supporting modern career progression:

Airbus

Trainline

BT Business

Frontify

Multiverse

Camunda

Emerald Publishing

Butternut Box

Oxford Ionics

Attractions.io

Career progression at Trainline

“At Trainline, we’re committed to supporting every Trainliner’s career growth and ambitions from day one. Our industry-leading learning and development programs are designed to help you build, enhance, and diversify your skills, empowering you to move your career forward at your own pace.

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We also champion internal mobility, making it easy for Trainliners to explore new opportunities within the company. With clear career pathways and transparent pay bands, you’re in control of your progression. Plus, each year, around 10% of our Trainliners are promoted through our two performance review windows, ensuring fair and consistent growth. Whatever journey you’re on, we’re here to help you thrive”

Clare Kelly, Head of Learning & Development, Trainline.?

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Find out more about working at Trainline here.

Career progression at Multiverse?

“At Multiverse, career mobility is a priority. Multiverse is committed to empowering its team with opportunities for progression, development, and meaningful impact. In our latest Q&A, Peppa Wise shares her inspiring journey from Account Executive to VP in just four years, highlighting how Multiverse supports ambitious career goals. Discover her insights and learn more about what’s possible at Multiverse by reading the full Q&A.”

Freddie Pascoe, Employer Brand Executive, Multiverse?

Find out more about working at Multiverse here.

Career progression at Airbus

"At Airbus we think inclusivity! you can be who you want to be and put your career in motion. From full time to part time to teleworking you can flex your career, with tailored training and development solutions.

Find out more about us #AirbusCareers, and join our people in motion" Sarah Cooper?

Head of Content Creation & Digital Marketing, Employment Marketing,? Airbus

The future of work - have your say!

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