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10 Steps to creating a great complete career plan guide

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Having a well-defined career plan is essential for long-term career success. It is a personal development and planning process that helps individuals achieve their career goals and advance their careers. Having a career path for employees is also a significant tool for businesses to develop and retain talent, ensuring that they have employees that are empowered and highly motivated.

Hey folks, today we will approach the topic of the career plan in this article by focusing on the leader’s and the employee’s perspectives within the company, discussing the definition of opportunities for professional growth, the creation of opportunities for advancement in positions and salaries, and discussing the advantages of a well-defined career plan for the business and its employees.

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What is a career plan?

Pay attention, a career plan is a set of objectives and goals set by a person to achieve success and progress in their career. It helps identify the skills needed to advance in a particular field of work, as well as the opportunities available within the company to progress through positions and salaries. A person can know what to do to reach his goals, from taking training classes to getting professional experience in particular fields, by having a clearly defined career plan. 

A career plan for employees is a crucial tool for a company’s talent development and retention efforts as well as ensuring that the organization has empowered and highly motivated staff members. With a great well-structured career plan, both the individual and the company can benefit from a more productive work environment and professional satisfaction.

How important is the career plan?

The importance is enormous, because currently this is a powerful tool for retaining talent, every professional today wants to know when he joins a new company what his possibilities for growth are.

Pay attention Leader, if you work in a company that does not yet have a career plan, present this material to your leader and build a career plan together with him, this will be an excellent opportunity for you to stand out within your company, now if you already you work in a company that has a well-structured career plan, you need to disclose this to your candidates and apply this to your employees.

After that, it is time to reap the rewards, as the employees themselves will disseminate this plan to other people, so what do you prefer? That your employees disclose that they work in a good company to work for that has a career plan, or do you prefer the opposite? The answer is simple and you already know what it is!

What is the role of the company in creating a career plan?

The company plays a key role in creating a career plan for its employees. It is the company’s responsibility to provide the necessary information and resources so that employees can develop and grow professionally within the organization. This includes providing appropriate training and development, guidance on available opportunities, and a clear job and salary structure.

In addition, the company must strive to create a work environment that promotes professional growth and development. This can include setting up mentoring programs, networking opportunities and regular feedback on performance.

While developing a career path, it is important for the organization to consider the specific abilities and interests of its employees. Employees will be able to be put in roles that fit their abilities and interests, leading to increased engagement and work satisfaction.

In summary, the firm has a responsibility to give its employees with the tools and resources they need to establish a successful career path. This includes providing appropriate training and development, guidance on available opportunities and creating a work environment that promotes professional growth and development.

What are the 6 main types of Career Plan?

Within a company, people might follow a variety of occupations, each with its own set of features and possibilities for advancement. Let’s take a look at some of them:

  1. Horizontal Career: In this type of career, employees generally remain at the same hierarchical level, but change roles or departments. They may acquire new skills and experiences, but they don’t advance in terms of jobs or salaries.
  2. Line Career: This is the most common career in traditional organizations. In this type of career, employees follow a linear progression, generally starting in more junior positions and advancing to positions of greater responsibility and salary.
  3. Parallel Career: In this type of career, employees have the opportunity to advance in terms of positions and salaries, but without necessarily moving into a management or leadership role. They can choose to pursue a specialization or area of interest and become experts in their field.
  4. Y Career: In this type of career, employees have two progression options: one towards management and leadership positions and the other towards specialized positions. This means they can choose to become managers or focus on becoming experts in their field.
  5. Networking Career: This is a newer, project-based career where employees work in teams to achieve specific goals. They have the opportunity to work on varied projects and develop a wide range of skills.
  6. W Career: This career type is similar to a networking career, but with a stronger focus on developing specific skills in various areas. Employees can move horizontally or vertically within the organization and develop skills in related or complementary areas.

10 Steps to Create a Career Plan

Drawing up a career plan is a fundamental task for both the company and the employee. It is a method for establishing distinct objectives and defining the activities required to attain them. Below, we will present a list of some items that can help in the elaboration of an efficient career plan:

1. Identify the Needs and Interests of the Employee and the Company

  • Understanding the goals and objectives of both the employee and the company is crucial for aligning expectations and creating a career plan that meets the needs of both parties. This step ensures that the plan is tailored to individual aspirations while supporting the organization’s strategic objectives.

2. Trace and Direct Your Objectives

  • Once the needs are identified, it’s time to define clear and achievable objectives. This involves considering the employee’s skills and competencies and aligning them with the desired career progression. By mapping out specific goals, the employee has a clear direction to focus their efforts.

3. Establish Time to Reach Goals

  • Setting realistic deadlines for achieving each goal is essential for maintaining motivation and progress. By breaking down long-term goals into manageable milestones, the employee can track their progress and stay motivated throughout the career development journey.

4. Introduce the Necessary Competencies

  • Identifying the competencies required for the employee’s professional development is crucial. This step involves assessing the skills and knowledge gaps and creating a plan to acquire and improve the necessary competencies. By investing in continuous learning and development, the employee becomes better equipped to pursue their career aspirations.

5. Executing the Steps

  • With objectives, deadlines, and competencies defined, it’s time to put the career plan into action. This involves actively working towards the identified goals, taking necessary courses or training, seeking new experiences or projects, and continuously seeking opportunities for growth and advancement.

6. Having a Critical Eye

  • Regularly reviewing and evaluating the career plan is important to identify any potential shortcomings or adjustments needed. By taking a critical look at the plan, the employee can make necessary revisions, adapt to changing circumstances, and ensure the plan remains relevant and effective.

7. Outline Strategies and Obstacles

  • Anticipating potential obstacles that may arise along the employee’s career development path is crucial. This step involves identifying challenges and developing strategies to overcome them. By being prepared and proactive, the employee can navigate obstacles and stay on track towards achieving their career goals.

8. Comply with the Labor Market

  • Keeping the career plan aligned with labor market trends and changes is essential. This includes staying updated on industry developments, acquiring in-demand skills, and understanding market expectations. By staying current, the employee remains competitive and well-positioned for future opportunities.

9. Monitoring and Pointing Out Results

  • Regularly monitoring and evaluating the progress made towards career goals is important. This step involves tracking achievements, reflecting on lessons learned, and providing feedback to the employee. Recognizing and celebrating milestones and accomplishments boosts motivation and encourages continued growth.

10. Recognition

  • After the employee has completed the career plan and achieved the desired results, recognition from the company is essential. This can come in the form of salary increases, promotions, or other rewards that acknowledge the employee’s hard work and dedication. Recognizing their achievements reinforces a sense of value and encourages further professional growth.


A career plan is a critical tool for creating opportunities for professional growth within a company. By outlining an employee’s short-term and long-term career goals and objectives, a career plan can help create opportunities for advancement in positions and salaries.

Employers play a critical role in supporting their employees’ career development by providing mentorship, training, and performance-based incentives. By working together, employees and employers can create a culture of growth and development that benefits everyone involved.


The career plan concerns the professional path within the company, while the professional development plan covers skills and competencies to be developed to achieve career goals.

It is important to monitor the results obtained over time and verify that the objectives and goals are being achieved. In addition, it is essential to have constant feedback from the company and managers about performance and possible adjustments to the plan.

It is natural for goals to change over time and the career path can be adjusted to suit new goals and interests.

No, but it is an increasingly common practice in companies that value the professional development of their employees and wish to retain talent.

The first step is to identify the employee’s and the company’s needs and interests, establish objectives and necessary skills, outline strategies and obstacles, and monitor the results obtained over time. A good dialogue with the company’s human resources team can help in this process.

Employees might benefit from a career plan because it allows them to take control of their professional development, ensuring that they are actively working toward their goals.

A career plan can benefit employers by identifying high-performing employees who are interested in advancing their careers within the company and ensuring that employees are adequately prepared for future job opportunities.

We have here on our blog a complete guide for managers that will help you achieve a successful career!

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