Career growth is usually a top factor when it comes to retaining the most outstanding talent. Oftentimes, growth at work conjures images of lofty promotions and the winding paths to achieve these accolades. That’s why it is essential to include a clear career trajectory in winning job descriptions to keep talent engaged for the long term.

However, a closer look at the concept of career growth would reveal a much deeper reality. Traditional promotions are what’s considered vertical growth opportunities. These linear opportunities enable talent to accept additional responsibilities justified by higher salaries and additional employee perks.

That’s the common workplace narrative, but in this fast-paced, competitive job climate, there’s an emerging demand for a different type of career progression: horizontal growth. While these career growth offerings may lack the prestige and remuneration of promotions, they are pretty telling in a talent’s longevity within an organization or industry.

Job market data reveals that the average cost of a bad hire amounts to roughly $17,000, though costs could be much higher for more senior roles. So investing in quality talent keen on growing and within a company (in every possible way) could be a major hiring advantage.

Why Include Horizontal Growth Opportunities?

Horizontal growth opportunities equip individuals with the knowledge to learn and grow in fresh environments with leeway for error. Rather than facing the pressures of a promotion, horizontal growth allows employees to accrue cross-functional expertise in a more forgiving environment.

It is also necessary to consider the number of promotional opportunities within a company. Unmoderated promotions would lead to a type of title inflation, where roles risk losing their inherent value and purpose.

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