Are you feeling stuck in your career and looking for a way to take your career to the next level? Do you have a career growth plan that you have created for your career?

If your answer is “No” to the second question, then the answer is “No” to the first question. You need a career plan to help you create a roadmap to your career growth and success.

The good news is that you can create a career plan that can help you set and achieve career goals. This plan can help you get where you want to be in your career and make your dream job a reality.

What is a career growth plan?

A career growth plan is a detailed outline of your professional goals, the steps you need to take to achieve them, and a timeline for doing so. It’s a living document that changes as you do, and one that should be reviewed and updated at least once a year.

In the plan, you’ll outline your career goals, assess your skills, identify areas for improvement, and then set tangible, achievable steps to help you reach your goals.

Why are career growth plans important for employees?

Career growth plans are critical for employees because they help them define their professional goals, set a timeline to achieve them and identify any skills or resources they need to get there.

Without a career growth plan, employees may feel like they’re drifting aimlessly from one job to the next, which can lead to burnout and dissatisfaction.

On the other hand, employees with a clear career growth plan are more likely to feel engaged and motivated in their work, even if they encounter challenges along the way.

Why are career growth plans important for employers?

It’s no secret that employee turnover can be costly. In fact, the cost of losing an employee can range from 16% of their salary for hourly, unsalaried employees to a whopping 213% of the salary for a highly trained position. And that doesn’t even take into account the cost of lost productivity and time spent on recruitment, hiring and training.

One of the best ways to keep your employees engaged and to encourage them to stick around is to show them that you are invested in their success. A career growth plan is a great way to do just that. By working with your employees to set goals and create a plan for how they will achieve those goals, you are showing them that you care about their future. And, in turn, they will be more likely to care about your company.

What does a career growth plan look like?

To help you get started, we’ve put together a sample career growth plan you can use. You can also think of your career growth plan as a business plan for your career.

In this plan, you’ll outline where you are, where you want to go, and the steps you’ll take to get there.

You’ll also want to include any potential obstacles you might face and how you’ll overcome them.

Finally, you’ll want to set a timeline for your career growth.

Here are the main sections you should include in your plan:

• Introduction

• Career assessment

• Career goals

• Career development strategies

• Potential obstacles

• Timeline

• Conclusion

How do you create a career growth plan?

The most important thing to remember as you craft your career growth plan is that it should be tailored to you. Your goals, your timeline, and your definition of success are all unique. That means your plan will look different from anyone else’s.

With that in mind, here are the steps you can follow to create a career growth plan that’s right for you.

1. Reflect on your current career

Before you can set your sights on a new career goal, it’s important to take stock of where you are. That means looking at your current job, your professional skills, and the progress you’ve made in your career thus far.

Ask yourself questions like:

• What do I like about my job?

• What don’t I like about my job?

• What are my strengths and weaknesses?

• How have I grown in my career?

• What have I already achieved?

• What are my current goals?

This self-reflection will help you identify the areas of your career that you want to focus on in the coming months or years.

1. Define the employee’s career goals

This part of the conversation is all about the employee. They should be doing most of the talking.

The goal here is to get a good understanding of what the employee wants their career to look like in the future.

That doesn’t mean you need to know exactly what role they want in 10 years. But you should know what they want to accomplish in the short term.

Short term can mean different things for different people. Some might be thinking about the next 2 years, while others might be thinking about the next 6 months.

Get a sense of what the employee’s definition of short term is.

Try to get specific details about what they want to accomplish in their career.

If they’re not sure, that’s okay. You can still talk about the skills they want to develop, what they want to learn, and what they don’t want in their future.

You could also talk about your own career and what you’ve done to get where you are.

The key here is to listen and ask questions. You should be doing a lot more listening than talking.

2. Set clear

Identify the short-term and long-term goals you want to achieve and make sure they are specific. For example, “I want to be a manager” is a common career goal, but what does that really look like? If you’re an entry-level employee, it might mean you want to be a project manager. If you’ve been in your career for 15 years, it might mean you want to be a director of a department.

Identify what your career goals are and then be specific. If you want to be a project manager, what type of projects do you want to manage? If you want to be a director, what departments are you interested in? If you don’t have a specific career goal in mind, it’s okay to start with a general idea and work from there.

measurable objectives

The best career goals are SMART: specific, measurable, achievable, relevant, and time-bound. The more specific you can be about what you want to achieve, the better. This is also where you can start to break your goals down into smaller, more manageable tasks.

If you’ve got a big goal, like making a career change, for example, you can break it down into smaller tasks, like updating your resume and LinkedIn profile, networking with people in the industry you want to move into, and so on. Each of these tasks can be turned into a specific goal with a deadline.

This is also an opportunity to get clear on what success looks like for you. What will you see, hear, and feel when you achieve your goal? How will you know when you’ve achieved it? What evidence will you have that you’ve achieved your goal?

3. Identify the skills and experience the employee needs to achieve their goals

Once you and your employee have identified their career goals, it is time to figure out what they need to get there. This is where the employee can start to research and learn about the skills, experience and qualifications they need to achieve their goals.

For example, if the employee wants to become a manager, they will need to have leadership, project management and team-building skills. They will also need to have experience leading a team and managing projects. If they will need to get a master’s degree in business administration (MBA) to become a manager, they will need to know that as well.

It can be helpful to look at job descriptions for the employee’s ideal role to see what skills and experience are required. This will give the employee a good idea of what they need to work on in order to achieve their goals.

4. Create a timeline for achieving objectives

Once you’ve determined your career goals and objectives, it’s time to create a timeline for achieving them. This will help you stay on track and make sure you’re making progress towards your goals.

When creating a timeline, it’s important to be realistic about how long it will take to achieve each objective. Some objectives may take longer to achieve than others, and that’s okay. The key is to make sure you’re making progress and not getting discouraged if things don’t happen as quickly as you’d like.

You may also want to set deadlines for yourself to help you stay focused and motivated. For example, you may want to set a deadline for when you want to achieve your first objective, and then set another deadline for when you want to achieve your second objective.

5. Implement the career growth plan

After you’ve crafted your career growth plan, it’s time to put it into action. That means setting your goals and objectives and making sure you’re on track to meet them.

It’s important to remember that your career growth plan is a living, breathing document. That means it’s going to change and evolve over time.

As you reach your goals and set new ones, make sure to update your plan accordingly.

6. Monitor and adjust the career growth plan

Your career growth plan is not set in stone. You should review it at least once per year, if not more.

When you review your career growth plan, you’ll want to look at the goals you set and see if you’ve met them. If you have, then you can set new goals. If you haven’t, then you’ll want to come up with a new plan to meet those goals.

You’ll also want to look at the steps you’ve taken to meet your goals and see if they’re working. If they are, then great! Keep doing what you’re doing. If they’re not, then you’ll want to come up with a new plan to make sure you’re meeting your goals.


Creating a career growth plan is a great way to take your career to the next level. It’ll help you improve your skills, set goals, and get to where you want to be. Use the tips and examples in this article to get started, and watch your career take off.