Understanding and Overcoming the Dreaded Career Plateau: A Manager's Guide

Career growth and job satisfaction are essential for keeping employees motivated and engaged. Yet, many managers struggle to guide their team members through a common but often unspoken challenge: the career plateau.

Most managers know that career growth and job satisfaction are critical for maintaining employee motivation and engagement at work. However, many managers struggle to effectively lead their direct reports through that apparently inevitable (and often unspoken) obstacle: the career plateau.

So, what exactly is a career plateau, and how can managers help employees navigate it?

What is a Career Plateau?

A career plateau occurs when employees feel that their career progression has stalled. Researchers generally identify two main types of career plateaus:

1. Hierarchical Plateau: Occurs when employees perceive limited opportunities for promotion.

2. Job Content Plateau: When a job becomes monotonous and lacks opportunities for new challenges or growth, the employee is said to be in a "job content plateau".

Recent research has shed considerable light on the factors that contribute to career plateaus. Notably, work-role overload (too much work) and work-life conflict (dissymmetry in work-life balance expectations) are significant contributors. Employees overwhelmed by heavy workloads often experience work-life imbalance, which intensifies their sense of career stagnation. Interestingly, this issue is particularly acute for individuals with high emotional stability, who may struggle more with balancing work and personal life under pressure.

The Impact of Career Plateaus

Career plateaus can lead to several negative outcomes, such as:

- Decreased Job Satisfaction: Employees may feel unfulfilled and disengaged.

- Increased Turnover Intentions: Frustration with a lack of career progression can push employees to seek opportunities elsewhere.

- Heightened Stress and Burnout: The sense of being stuck can increase stress levels.

On the other hand, a plateau can also be a catalyst for positive change. Some employees use this time to re-skill, explore new opportunities, or redefine their career goals, either within their current role or by moving to a new one.

Strategies for Managers

Managers can and should play a crucial role in helping employees navigate career plateaus. The four strategies outlined below are all supported by rigorous academic analysis and empirical evidence.

1. Proactively manage workloads and offer support when possible:

• Regularly assess and balance workloads to prevent burnout.

• Foster open communication about workload challenges and provide resources to help employees manage their tasks effectively.

• One strategy that has worked well for me is to be deliberate about these conversations. In my case, I make work-life balance an agenda item in one-on-one conversations I have with those who report to me.

2. Actively encourage work-life balance as a key organizational priority:

• As much as possible, implement flexible work arrangements, such as flexible hours or remote work, to help employees manage their personal and professional lives.
• If financially possible, offer family-friendly policies like childcare assistance or extended leave to support employees' personal needs.

3. Create career development opportunities:

• Establish clear career paths and regularly discuss career aspirations with employees.
• Offer training programs and encourage continuous learning to keep employees engaged and ready for new challenges.

4. Provide personalized support:

• Understand each employee’s unique needs through personality assessments and tailor your support accordingly. Those with high emotional stability, for example, might need more help balancing work demands with their personal life.
• Offer mentorship and coaching to help employees navigate their career challenges and explore new growth opportunities.

Conclusion

Career plateaus can significantly impact employee satisfaction and organizational performance. By understanding the causes and effects of career plateaus and implementing targeted strategies, managers can help employees break through these barriers. Creating a supportive, balanced, and growth-oriented work environment not only reduces the risk of career plateaus but also fosters a more engaged and motivated workforce.

Proactively addressing career plateaus with effective workload management, support systems, and career development opportunities is key to ensuring that employees remain engaged and continue their professional growth.

References

Hu, J., Zhang, Y., Wang, M., Jiang, L., & Wang, Z. (2022). Meta-analytic study of subjective career plateaus: Antecedents, outcomes, and the moderating role of measurement. Journal of Vocational Behavior, 122, 103506. https://doi.org/10.1016/j.jvb.2020.103506

Huo, M.-L., & Jiang, Z. (2023). Work-role overload, work-life conflict, and perceived career plateau: The moderating role of emotional stability. Human Resource Management, 62(4), 867-882. https://doi.org/10.1002/hrm.22167