Sideways job moves are increasingly important, and your career might look more like a 'lattice' than a ladder

• A Korn Ferry report said “workers will zigzag more than they climb” the career ladder next year.
• This fluid career lattice has its positives, such as skill expansion.
• However, there are also benefits to the traditional linear path, such as raises and a clear goal.

Instead of going straight from junior to senior to manager to executive, you might find yourself bouncing between managerial gigs for different departments or taking a step back to focus on individual contributor work.

Organizational consulting firm Korn Ferry finds, based on a global survey of over 1,300 talent and senior leaders, that while traditional linear career ladders of moving up into higher-paying and more prestigious job titles within a particular specialized profession still exist, fluid career paths that end up looking like a lattice are becoming more important.

Career lattices may mean moving to a different team instead of being promoted, taking on a new role within the company to expand your skills, or moving down the career ladder. There can be all kinds of movements someone can take in the career lattice format.

Sixty-four percent of surveyed leaders said linear career paths will be less common, and 85% said progression will depend on skills and capabilities, rather than tenure or job title. Most said employees will be taking on greater ownership of their career development.

“In 2027, workers will zigzag more than they climb, landing in places no succession plan accounted for,” the report said. “It will take a broader range of skills to rise through the ranks, so people will be searching for ways to learn them.”

To learn whatever skills they need to before moving up, the report said people might be willing to move to a different team or position so they can develop their skill set. The report noted adaptability is the most sought-after skill among employers. AI fluency could be another attractive skill as the tech becomes more prevalent in the workplace.

A blog post from the workforce solutions provider Careerminds, by career and business coach Cynthia Orduña, listed examples of lateral moves. A sales representative could move to a customer success manager role because “strong relationship-building skills help improve customer retention and account growth.” An IT support analyst could become a cybersecurity analyst because they can expand their technical knowledge.

Cathleen Beetel, senior client partner at Korn Ferry, thinks both employers and employees should embrace lateral transitions because they allow employers to tap into existing talent they have vetted and know works well for their company.

A guide from job-search platform Indeed said career lattices encourage workers to try new opportunities, learn what they’re best at, acquire new skills, and understand more about company operations. Indeed said another bonus of career lattices is that it gives workers more control over their careers.

“You have to not see a lateral move or a sideways move as stagnant,” Beetel said. “It could potentially be the fastest route forward for an employee because they can gain those skills that are perhaps adjacent to what they have today that actually puts them in a better position for a promotion in the future.”

Career ladders have their own benefits, beyond thinking about the likely pay increase that comes with a title bump. Indeed said that having a well-defined ladder can raise employee motivation, encourage deep expertise in a specific area, and be an incentive to work toward a clear goal.

The Careerminds blog post said workers might decline lateral moves if they think it isn’t beneficial to them — such as not bringing a raise, concerns about what this means for career progression, and concerns about leaving their well-established team.

So there are trade-offs in employers offering lateral moves over a step up. It’s the company’s responsibility to communicate why someone is being offered this move and why it could be beneficial.

“Employees are more likely to accept a move when they understand why they were selected, what they’ll gain, and how the opportunity supports their long-term career growth,” Orduña wrote. “Instead of focusing on the business need alone, communicate the value that the lateral move in career creates for the employee.”

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