Who Drives Career Progression: Employer or Employee?

Career progression is a key aspect of professional life, shaping how individuals grow within their roles and climb the corporate ladder. But when it comes to driving this advancement, a central question arises: Is it the responsibility of the employer or the employee? Both sides have compelling arguments, each pointing to unique contributions in the journey of professional development.

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The Case for the Employer

Employers have the resources, authority, and structural influence to significantly shape an employee's career progression. Here’s how:

1. Access to Opportunities Employers control promotions, raises, and training programs. By designing pathways for growth—such as mentorship schemes, leadership training, and succession planning—they create the conditions that allow employees to progress.
2. Support and Guidance A supportive manager or HR team can play a pivotal role in identifying an employee’s strengths and aligning them with opportunities. Through performance reviews and feedback, employers set the expectations and provide the direction needed for employees to improve and excel.
3. Organisational Culture The culture of a workplace determines whether employees feel empowered to grow. In companies that prioritise development and recognise achievements, employees are naturally more likely to progress. Without an enabling environment, even the most ambitious individuals might feel stifled.

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The Case for the Employee

On the flip side, employees are ultimately in control of their own destiny. Employers can only provide opportunities; it’s up to employees to seize them. Here’s why:

1. Personal Initiative Progression starts with the employee’s willingness to invest in themselves. Whether through taking on extra responsibilities, upskilling outside of work, or networking within the organisation, an employee's drive is often the deciding factor.
2. Adaptability and Problem-Solving Employers value employees who can identify problems and offer solutions, especially in dynamic industries. Those who demonstrate initiative and the ability to adapt often carve their path to leadership or specialist roles.
3. Career Ownership Employees are the ones who must advocate for their own development. By seeking feedback, negotiating roles, or asking for promotions, employees actively steer their progression. Waiting for an employer to act without initiative can lead to stagnation.

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A Shared Responsibility?

While it’s tempting to place the responsibility squarely on one side, the truth lies somewhere in the middle. Career progression is a symbiotic process where both parties play critical roles:

• For Employers: Creating a framework for growth ensures they retain talent and foster loyalty. A lack of opportunities or poor management may lead employees to seek growth elsewhere.
• For Employees: Ownership of one’s career ensures they remain proactive, even in environments that may not offer immediate growth opportunities.

The most successful outcomes occur when both employers and employees collaborate. Employers who empower their workforce while employees actively strive for self-improvement create a mutually beneficial dynamic.

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The Verdict

So, who drives progression in a role? The answer is: both. Employers can light the path, but employees must walk it. Career growth is not handed out; it is earned through a combination of employer-provided opportunities and individual effort. In the modern workplace, progression isn’t just about waiting for the right conditions—it’s about creating them, together.