In the traditional professional narrative, success is frequently portrayed as a vertical ascension up the corporate hierarchy. One scales the career ladder or climbs the greasy pole, hoping for quick progress and the ultimate goal of reaching the top. People rarely celebrate reaching a plateau because the emphasis is largely on upward mobility. However, there is another option to consider: lateral motion. This often-overlooked career approach involves accepting positions that may not result in a promotion or a major wage increase but can nonetheless deliver significant benefits to both people and organisations.
Just as crabs move sideways to navigate their environment, career professionals can use lateral moves to achieve success. Unlike the straightforward, upward path typically associated with career advancement, the crab-like approach embraces a more nuanced and flexible strategy. This metaphor emphasizes the value of adaptability and lateral movement in achieving career goals.
A study conducted by Donald Sull of the Massachusetts Institute of Technology and his colleagues in 2021 highlighted the importance of lateral career opportunities. Their research found that the availability of such opportunities had a marked impact on employee retention, with chances to move sideways being two and a half times more important than pay as a predictor of workers’ willingness to stay at a firm. This suggests that employees value opportunities for growth and development within their current organizations, even if these opportunities do not immediately translate into higher positions or salaries.
Moreover, a paper by Xin Jin of the University of South Florida and Michael Waldman of Cornell University demonstrated that shifting roles within a company benefits not only organizations but also employees. Their research concluded that employees who made these career changes were more likely to be promoted and enjoy higher wage growth later in their careers compared to those who did not. This indicates that moving sideways can be a strategic step towards eventual upward mobility, offering employees a broader range of experiences and skills that can enhance their future career prospects.
Good management practices also appear to be linked with horizontal career moves. A recent study by Virginia Minni of the Institute for Fiscal Studies examined job moves within a large multinational company over ten years. She found that the arrival of a high-achieving boss was associated with an increase in both horizontal and vertical intra-company transfers among employees. Effective leaders seem adept at placing people in roles that suit them, which not only leads to higher pay over time for those who shift roles but also contributes to higher profits for the company. This suggests that such moves can help create a better match between employees and their jobs, leading to greater satisfaction and productivity.
Beyond better job matches, transferring within a company offers additional benefits. One significant advantage is the opportunity to learn new things. As hiring processes increasingly emphasize skills over traditional resumes, the ability to acquire and demonstrate a broad set of competencies becomes more valuable. Jin and Waldman argue that the higher echelons of companies are often populated by individuals with broad, rather than deep, capabilities. This may explain why horizontal career shifts can enhance promotion prospects, as they provide employees with diverse experiences and skill sets.
In addition to skills, career changes within the same company help build valuable contacts. Transferring between teams usually means expanding one’s internal network, which can be beneficial for career development. Furthermore, these shifts can be a powerful antidote to boredom. While a little bit of tedium is manageable, excessive boredom can lead to significant dissatisfaction. In an experiment by Chantal Nederkoorn of Maastricht University, participants subjected to monotonous tasks resorted to self-administering electric shocks to alleviate their boredom. This highlights the extent to which people will go to avoid prolonged boredom, a sentiment that is echoed in the workplace. Surveys consistently show that a significant portion of the workforce finds their jobs tedious. According to Stephan Meier of Columbia Business School, who is writing a book on employee-centric organizations, one major source of motivation for workers is having tasks that are within their capabilities but also stretch them in new ways. While promotions can offer fresh challenges, employees often find themselves waiting for vacancies to open up above them. Shifting roles within the same company, on the other hand, provide more immediate opportunities for change and growth.
Facilitating career shifts is partly a matter of practicality. Larger organizations often have “internal talent marketplaces” where employees can find and apply for jobs within the company. Smaller firms, however, may have fewer such opportunities. Nonetheless, participating in side projects can also provide workers with new skills and experiences. In a poll of American workers conducted by Colorado State University Global, nearly half of the respondents indicated that they would feel more motivated if they were part of a new process or project. This suggests that even in smaller organizations, opportunities for moving horizontally or involvement in new initiatives can significantly enhance employee motivation and satisfaction.
Adopting a mindset that promotes horizontal career progression necessitates a cultural transformation in organisations. Many managers hoard talent, putting their immediate team needs ahead of the organization’s and employees’ long-term benefits. Furthermore, moving horizontally still confers less status than moving vertically. Changing this perspective requires rethinking professional success. Instead of focusing primarily on upward promotions, organisations may identify and reward people who diversify their abilities and experiences through these moves. This could be portrayed as moving “across” or “out” rather than simply up, emphasising the need of varied professional pathways.
Moreover, organizations can implement specific strategies to encourage these types of career changes. For instance, creating cross-functional teams for specific projects can facilitate the exchange of skills and knowledge among different departments. Providing training programs focused on broadening skill sets rather than just advancing existing ones can also prepare employees for horizontal roles. Encouraging job rotations, where employees spend a defined period in different roles, can help build a more versatile and adaptable workforce. Horizontal career moves are also essential in today’s rapidly changing job market. As industries evolve and new technologies emerge, the skills required for many jobs are also changing. By moving laterally, employees can stay relevant and adaptable, gaining the new skills necessary to navigate these changes. This adaptability can be a critical asset, both for individual career growth and for the organization’s ability to remain competitive.
Furthermore, these career shifts can enhance an employee’s sense of job security. In volatile economic times, having a broad skill set and experience in various roles can make an employee more valuable to their employer and more resilient to industry changes. This security can, in turn, contribute to higher job satisfaction and loyalty, as employees feel more confident in their career stability. Beyond individual benefits, horizontal moves can also foster a more innovative organizational culture. When employees bring diverse experiences and perspectives to their roles, they are more likely to contribute to creative problem-solving and innovation. This cross-pollination of ideas can lead to more effective strategies and solutions, ultimately benefiting the organization as a whole.
In conclusion, embracing horizontal career moves can offer significant benefits for both employees and organizations. These moves provide opportunities for skill development, broadened experiences, and increased job satisfaction, which can ultimately lead to higher retention rates and better long-term career prospects. By fostering a culture that values and facilitates these shifts, companies can create a more dynamic and motivated workforce, ready to tackle new challenges and contribute to the organization’s success. As we rethink the traditional career ladder, it is clear that moving sideways can sometimes be the best way to move forward.
Moving like a crab—sideways and with purpose—can be a strategic and rewarding approach to career development. By valuing and encouraging lateral moves, organizations and employees alike can benefit from a more flexible, innovative, and fulfilling professional environment. As the career landscape continues to evolve, adopting this crab-like approach may well be the key to long-term success and satisfaction.
Author: Anika Tasnim
