Diane stormed into that closet-like office reserved for consultants like Jack and dropped a resignation letter on the scuffed desk.
Jack arched an eyebrow. “You quitting?”
Diane scowled. “No, but Lisa is.”
Jack sat back in his chair. “Lisa? She’s one of your best performers.”
Diane crossed her arms. “Exactly. She was engaged, productive, and totally committed. And now she’s leaving because she got a promotion somewhere else.”
Jack sighed. “Classic Next Step Journeyer.”
Diane groaned. “Of course, you have a name for it.”
Jack grinned “That’s what we do”
The Next Step Journey: When Employees Want Growth
Jack leaned forward. “Lisa didn’t leave because she was unhappy. She left because she couldn’t see a future here.”
Diane shook her head. “I don’t get it. We weren’t holding her back. She was in line for a promotion.”
Jack raised an eyebrow. “Did she know that?”
Diane hesitated. “Well… not exactly, we weren’t sure about when it would be available.”
Jack smirked. “And there’s your problem.”
Why Growth-Ready Employees Leave
Jack grabbed a marker and started jotting notes on the closet whiteboard.
- No Clear Career Path
“These employees typically aren’t expecting a promotion today, but they need to know what’s next and how to get there. If they can’t visualize their future here, they’ll start looking elsewhere.”
Diane sighed. “We assumed Lisa knew she had a future here. But we never actually told her.”
Jack nodded. “Big mistake. Growth-minded employees need some level of clarity.”
- Not Enough Development Opportunities
“Next Step employees want to be challenged. If they aren’t given stretch assignments or new projects, they start feeling stagnant and bored.”
Diane groaned. “Lisa did ask for more responsibility, but we kept telling her we’d revisit it ‘when the time was right.’”
Jack shook his head. “Yeah… she found someone else who made the time right.”
- Lack of Recognition
“Sometimes, employees feel stuck because no one acknowledges their progress. If they don’t feel seen, they assume leadership isn’t paying attention—and they start looking for a company that will.”
Diane frowned. “Lisa was doing incredible work, but I guess we never really celebrated her growth.”
Jack shrugged. “She celebrated herself—by getting a better offer.”
How Leaders Can Keep Next Step Employees Engaged
Diane crossed her arms. “So, how do we make sure this doesn’t happen again?”
Jack grinned. “Funny you should ask.”
- Communicate a Path—Even If Promotions Aren’t Available Yet
“Leaders should talk about career growth before employees have to ask. Even if there’s no immediate opening, employees should know what’s possible in the future.”
Diane jotted notes. “So instead of waiting for someone to hint they want a promotion, we should be having regular career conversations.”
Jack pointed at her. “Exactly.”
- Provide Stretch Assignments and New Challenges
“Next Step employees need opportunities to develop beyond their job description.”
Diane tapped her pen on the desk. “Lisa would’ve loved leading a new project or mentoring someone. We could’ve given her that chance.”
Jack nodded. “If you don’t give high performers room to grow inside the company, they’ll grow their résumé instead.”
- Recognize Growth and Potential
“Growth isn’t just about the next job title—it’s about feeling seen and valued.”
Diane frowned. “We recognized Lisa’s results, but we never acknowledged how much she was improving.”
Jack smirked. “And now another company gets to reap the benefits of that improvement.”
The Bottom Line
Diane leaned back in her chair. “So, Lisa didn’t leave because she was unhappy. She left because we didn’t help her see a future here.”
Jack nodded. “Exactly. Employees don’t just want a job. They want a path forward. If you don’t give them one, they’ll find it somewhere else.”
Diane sighed. “Alright, next question—what happens when someone doesn’t want a promotion, but they still want to grow?”
Jack grinned. “Now that is a whole different conversation.”
Looking Ahead
This week, Jack and Diane tackled The Next Step Journey—where employees are engaged, but need to see a future.
Next time, they’ll explore what happens when employees want to grow—but not in the way leaders expect.
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