What Is Horizontal Career Progression?
Horizontal career progression, often termed lateral career moves or lateral mobility, refers to the movement of an individual to a different role or department within the same organization, or even to a new organization, without a significant change in job level, seniority, or salary30. Unlike traditional vertical career progression, which focuses on climbing the corporate ladder through promotions, horizontal career progression emphasizes broadening one's skillset and gaining diverse experiences across various functions or areas29. This approach is a key component of modern career development strategies and falls under the broader umbrella of human capital management. It allows individuals to acquire new competencies, deepen their industry knowledge, and explore different facets of a business without necessarily taking on greater managerial responsibilities or a higher pay grade immediately28.
History and Origin
The concept of career progression has evolved significantly over time. Historically, careers were often viewed as linear paths, with employees expected to specialize in one area and advance vertically within a single company27,26. This traditional model was prevalent for much of the 20th century. However, with the accelerating pace of technological change, globalization, and shifting labor market demands, the notion of a "career ladder" has become less rigid25.
The rise of the "gig economy" and increased recognition of the value of diverse skill sets in the late 20th and early 21st centuries contributed to a re-evaluation of career trajectories24. Organizations began to recognize that internal mobility and cross-functional experience could foster adaptability and innovation within their workforce23. International bodies like the Organisation for Economic Co-operation and Development (OECD) have also emphasized the importance of lifelong skill development and the effective use of skills in the workplace, which implicitly supports broader career pathways beyond just vertical ascent22,21. This shift reflects a growing understanding that adaptability and continuous learning are essential for navigating future career paths in a rapidly changing job market20.
Key Takeaways
- Horizontal career progression involves moving to a different role at a similar level, focusing on skill diversification rather than immediate promotion.
- It allows individuals to gain new experiences, broaden their expertise, and understand different parts of an organization.
- This approach is increasingly valued by companies seeking adaptable and versatile employees.
- Horizontal moves can enhance employee engagement and talent retention by offering new challenges and learning opportunities.
- While not always involving a pay increase, it can lead to stronger long-term career advancement and better preparation for future leadership roles.
Interpreting Horizontal Career Progression
Interpreting horizontal career progression involves shifting focus from traditional metrics like title or salary increases to the qualitative benefits of experience and skill acquisition. A horizontal move is typically considered successful if it leads to an expansion of an individual's professional toolkit, a deeper understanding of various business operations, or exposure to new industries or technologies.
For an employee, a lateral move might mean transitioning from a marketing specialist role to a product development role, maintaining a similar level of responsibility but gaining insights into the product lifecycle from a different perspective19. This builds a more well-rounded professional, capable of contributing across different functions and better equipped for future challenges. From an organizational standpoint, encouraging horizontal career progression can lead to a more agile workforce, improved problem-solving capabilities due to cross-functional understanding, and a stronger pipeline for succession planning within the organization18. It highlights a commitment to workforce development and long-term investment in employees.
Hypothetical Example
Consider an individual, Sarah, who works as a Senior Financial Analyst in the treasury department of a large corporation. Her primary responsibilities involve cash flow forecasting and liquidity management. While she excels in this role, she is interested in understanding the investment side of the business more deeply.
Instead of waiting for a promotion to a Treasury Manager, which might not open up for several years, Sarah expresses interest in a lateral move to a Senior Portfolio Analyst position within the company's asset management division. This new role has a similar pay grade and seniority level but involves analyzing investment opportunities, conducting due diligence on various asset classes, and making recommendations to portfolio managers.
By making this horizontal career progression, Sarah gains valuable experience in investment analysis, expands her knowledge of financial markets, and develops new quantitative skills. Although her title and salary remain similar in the short term, this move significantly broadens her expertise, making her a more versatile finance professional and potentially opening doors to higher-level roles in either treasury or asset management in the future. This move also contributes to her overall diversification of experience.
Practical Applications
Horizontal career progression finds extensive practical application across various industries and organizational structures. Companies utilize it as a strategic tool for organizational growth and talent management.
- Skill Gap Mitigation: Organizations can use lateral moves to address emerging skill development gaps by reskilling or upskilling existing employees in new areas rather than relying solely on external hiring17. This is particularly relevant in fast-evolving sectors like technology or finance, where new competencies are constantly required.
- Enhanced Succession Planning: By rotating employees through various departments or functions, companies create a more robust pool of candidates who possess a holistic understanding of the business, making them better prepared for future leadership roles16.
- Employee Engagement and Retention: Offering opportunities for horizontal career progression can significantly boost employee engagement and talent retention. Employees who see avenues for growth and continuous learning within their current organization are more likely to stay and remain motivated15.
- Cross-Functional Collaboration: Employees with experience across multiple departments can facilitate better communication and collaboration, breaking down organizational silos and fostering a more integrated work environment14.
- Organizational Agility: In a dynamic market, businesses need to be agile. A workforce trained through horizontal moves can adapt more quickly to changing market conditions and new business strategy directives13.
The OECD's Skills Strategy, for instance, highlights the importance of aligning education with labor market needs and emphasizes lifelong learning to enhance individual and economic growth, implicitly supporting the value of diverse career experiences12,11,10.
Limitations and Criticisms
While horizontal career progression offers numerous benefits, it also presents certain limitations and criticisms. One common perception is that a lateral move might be viewed as a lack of upward momentum, leading some employees to feel they are not advancing in their careers9,8. This "stigma" can make employees hesitant to pursue such opportunities, fearing it might negatively impact their career trajectory or be perceived poorly by peers or management7.
Another challenge is the potential for a perceived lack of immediate reward. Unlike promotions, horizontal moves typically do not come with an immediate salary increase or higher title, which can be a deterrent for individuals primarily motivated by financial advancement or status6. Employees taking on new tasks in a lateral role may experience a temporary decline in performance as they learn new skills, which can be a risk management consideration for both the individual and the organization5.
Furthermore, deep specialization in a single area might be interrupted. While breadth of experience is valuable, excessive lateral movement without sufficient time to master a particular function could hinder the development of deep expertise in one critical area4. Managers also face the challenge of ensuring that lateral moves are genuinely developmental and not simply a way to fill short-term gaps, which could lead to employee dissatisfaction if not managed properly3.
Horizontal Career Progression vs. Vertical Career Progression
Horizontal career progression and vertical career progression represent two distinct paths within professional development.
| Feature | Horizontal Career Progression | Vertical Career Progression |
|---|---|---|
| Movement Type | Sideways move to a different role or department. | Upward move to a higher position within the hierarchy. |
| Primary Goal | Broaden skills, gain diverse experience, holistic understanding. | Increase seniority, responsibility, authority, and often salary. |
| Level Change | Typically, no significant change in job level or seniority. | Involves moving to a higher level or "rung on the ladder." |
| Immediate Reward | Often no immediate salary increase; focus on long-term value. | Typically accompanied by a salary increase and higher title. |
| Impact on Expertise | Fosters breadth of knowledge and versatility. | Deepens specialization and expertise in a specific domain. |
The core confusion often arises because many traditionally associate career "advancement" solely with vertical movement. However, horizontal career progression is increasingly recognized as a vital pathway for long-term career growth, enabling individuals to build a more resilient and adaptable productivity-driven career that can lead to greater opportunities down the line2.
FAQs
Q1: Does horizontal career progression always mean staying within the same company?
Not necessarily. While horizontal career progression often occurs through internal mobility within an organization, it can also involve moving to a similar-level role in a different company or industry to gain new experiences and broaden skills.
Q2: Will a horizontal move impact my salary?
Initially, a horizontal move typically does not result in a significant salary increase or decrease. The primary benefit is the acquisition of new skills and experiences, which can enhance your long-term earning potential and open doors to higher-paying opportunities later in your career.
Q3: Is horizontal career progression only for junior employees?
No, horizontal career progression is valuable for employees at all stages, from early career professionals seeking to explore interests to senior leaders aiming to gain cross-functional understanding for executive roles. It supports continuous skill development throughout one's working life.
Q4: How can I propose a horizontal career move to my manager?
When proposing a horizontal move, focus on how the new role would allow you to develop skills beneficial to both your career and the organization's goals. Highlight how your existing competencies can add value in the new area and articulate your desire for professional development and broader experience.
Q5: Can horizontal moves lead to promotions later on?
Yes, absolutely. While not direct promotions, horizontal career progression can be a strategic way to prepare for future upward mobility. By gaining a wider range of skills and a more comprehensive understanding of the business, individuals often become more qualified and competitive candidates for senior-level and leadership positions down the line1.