Career map: template, example, and guide for employee development

“If you don’t know where you’re going, you’ll end up someplace else.” That old Yogi Berra quote sums up why career maps matter. They outline the steps employees can take to grow within an organization, defining key skills, experience, and milestones along the way. Just like onboarding checklists help set new hires up for success from day one, career maps show employees how to keep moving forward. They help build stronger teams and support long-term employee development. Everyone wins.

In this guide, you’ll learn how to build and use a career map to keep your team—and your business—moving in the right direction. And we’ve even included a downloadable example to get you started.

What is a career map?

A career map is a visual or written guide that shows how an employee can develop within your company. It connects their current role to future opportunities, whether that means moving up, making a lateral shift, or building specialized expertise.

Unlike a static org chart, a career map focuses on the employee’s journey. It outlines the roles they can move into, the skills and experience they’ll need, and a rough timeline for how to get there. It’s flexible, forward-looking, and tailored to real-world growth, not just hierarchy.

For employees, it provides clear steps toward their career goals. For HR and managers, it's a practical tool to support growth and development.

How does career mapping work?

Career mapping is a team effort led by HR, supported by managers, and driven by employee goals. It starts with honest, ongoing conversations about skills, performance, and future ambitions. Your HR team creates tools that show possible job moves within the company, while managers help employees figure out what skills they need to develop and the next steps. 

What is the purpose of career mapping?

Simple: keep your best people, build your future leaders, and give employees a reason to stay and grow. Career mapping shows real opportunities for advancement, which increases job performance, employee engagement, and retention. It also helps you make smarter decisions about where to invest in training and how to plan for key roles before they’re suddenly empty.

Who uses career maps?

Career maps are used across an organization. HR teams use them to shape learning programs and track internal movement. Managers use them during performance reviews and coaching conversations. And employees, from new hires to seasoned pros, use them to see what’s next and the path forward.

Career map vs. career path vs. career framework

While they may sound similar, there are some significant differences. Here's how they compare:

• A career path shows the typical step-by-step climb up your company ladder.
• A career framework outlines all the roles and required skills across your company.
• A career map focuses on the individual level. It personalizes the journey, highlighting not just upward moves but lateral shifts and cross-functional jumps that reflect modern career growth. 

Common career map frameworks used in HR

HR teams have several proven career progression frameworks to guide the creation of career maps, helping employees visualize how they can grow within the company. These frameworks provide the structure needed to turn vague career ambitions into clear, achievable steps, making development more focused, measurable, and aligned with your company’s goals.

Skills-based progression frameworks

Skills-based progression focuses on what employees can do, not just their job titles. These frameworks outline key skills across roles and teams, providing employees with clear paths to grow through hands-on experience.

They often include a skills taxonomy that breaks down technical, soft, and leadership skills into levels, such as foundational, intermediate, advanced, and expert. With this approach, employees can see where they stand, spot skill gaps, and know exactly what to work on to move forward in their careers.

Level-based frameworks

Level-based frameworks break career growth into clear, step-by-step stages, from entry-level roles all the way to senior leadership. They offer structure and make it easy for employees to see what’s ahead, which is especially useful in organizations that value clear and predictable paths forward.

Each level is accompanied by specific expectations regarding responsibilities, decision-making, and impact. And the best frameworks don’t force everyone into team leadership. They include separate tracks for high-performing individual contributors who want to grow without becoming people managers.

Lattice vs. ladder progression models

Career ladders emphasize linear, upward progression through hierarchical levels, while career lattices enable movement vertically, horizontally, and diagonally across an organization.

Ladders work well in stable environments with well-defined roles, but can become limiting in dynamic business environments. Lattices recognize that growth isn't just about climbing higher, it's about building a stronger foundation through varied experiences. This approach keeps employees engaged when vertical opportunities are limited and creates a more adaptable workforce.

What to include in a career map

A career map is only effective if employees engage with it. That means it needs to be clear, feasible, and rooted in reality. At its core, a strong career map spells out where someone is today, where they’re headed, and how to bridge the gap. It’s part career roadmap, part to-do list, and part pep talk.

To build a career map that drives real progress, you need to include the right elements. Each serves a specific purpose in guiding both the employee and their manager from point A to point B with confidence. These are the key components of a well-designed career map:

Current role and skills

Begin with a thorough assessment of your employee's current standing. Outline their current role, responsibilities, and a complete picture of their skills. This isn’t just a list of tasks. Include leadership experience, cross-functional know-how, and soft skills like adaptability, conflict resolution, and good time management. This is the foundation for growth and planning, helping you understand what strengths to build on and what areas need attention. 

Desired future role(s)

Next, clearly define where the employee wants to go. This section should outline specific target positions, whether they're aiming for a promotion, a lateral move, or a specialized role. Don’t just name a job title. Include both short- and long-term career options. Many employees benefit from seeing multiple potential career growth paths. Make sure these goals match the employee's ambitions and your organization's opportunities.

Skills and competency gaps

Now that you know the start and end points, you can see what’s missing in the middle. Compare the employee’s current skills with the requirements of their target position. Be specific about the hard and soft skills they need. This could be a technical certification, presentation skills, or project management experience. By analyzing the skill gap, you can see where you need to focus your development efforts and which areas need attention first. 

Timeline and milestones

Success requires structure. Break the career journey into clear steps with realistic timeframes. Assign specific milestones that highlight progress, such as training completion, taking on new challenges, leading a project, or hitting a performance goal. Career paths aren’t always linear, so the path should allow for flexibility while maintaining momentum. 

Learning and development plan

The next step: defining the path forward. What actions will help close the gaps? Create a detailed development plan that outlines how the employee will build on their strengths. This could be formal training programs, mentoring, stretch assignments, or other learning opportunities. Be clear about what’s involved, time commitments, and how you’ll measure success. A solid and well-thought-out development plan increases the likelihood of success.

Support & resources

People need support to grow. Create a list of tools and resources your employee will need for their journey. Include things like mentorship opportunities, access to training/educational funds, and dedicated time for development. Be sure to note how the employee can access these resources.

Progress tracking

Finally, determine your process for monitoring and measuring progress; otherwise, you won’t know if the career map is working. Identify key metrics and milestones. Set up regular check-ins to review progress, share feedback, and make any necessary adjustments. Schedule formal reviews every six months to assess progress and tweak the plan as needed.

Benefits of using a career map template

Career maps are valuable tools that help employees develop while advancing your business. Well-structured career maps also drive diversity and inclusion efforts by standardizing advancement opportunities across your company. Making career paths transparent eliminates guesswork and bias in promotions, giving everyone an equal roadmap, no matter their background or connections.

Of course, that’s just the beginning. Here are the main benefits of structured career maps:

Enhances employee engagement and retention

What makes employees want to stick around? Opportunity. And solid career maps show employees what’s achievable in your organization. Salary and benefits are important, but outlining real steps for development and growth encourages people to stay. By providing pathways to success, you’re boosting engagement while reducing turnover. 

Clarifies promotion and advancement criteria

Career maps help eliminate questions an employee may have about advancing in their career. By clearly showing the skills and experience needed to progress in their field, they can see the path forward. Even if they’re feeling stuck, they can take active steps to progress to the next level. Managers can use career maps during performance reviews to focus on specific, achievable goals rather than broad guidance.

Aligns personal growth with business needs

An effective career map serves two key purposes. First, it addresses what employees want for their growth. Second, it aligns their development with the organization's goals. By fostering talent that directly contributes to business objectives, employees see their growth as vital to the company’s success. This ensures that your training and development investments pay real dividends. 

Identifies skill gaps and training needs

Mapping the skills required for different roles in your company also highlights any gaps in your workforce. With this insight, you can take a proactive approach to training and development, ensuring you're not scrambling when an employee leaves or unexpected needs arise.

Empowers managers to support employee development

Career maps provide managers, especially those who aren’t natural career coaches, a clear framework to follow. Instead of offering general advice, they can focus on the specific skills and growth areas individuals need to develop. The result? These conversations become more impactful, helping employees feel valued and supported in their career aspirations.

Free downloadable career map template

This customizable career map template is built for real-world use. It's simple, flexible, and works in most situations. Whether you're supporting a new hire or charting growth for top talent, this template gives you a clear starting point and room to adapt as needed. It also serves as one of the many possible career map examples HR teams can adapt.

How to create a career map in 8 steps

Building an effective career map doesn’t have to be complicated. Just follow these simple steps to build one that works for you and your team: 

Step 1. Define the employee’s current role and responsibilities

Start with actual circumstances, not what’s written on paper. Look beyond the roles and responsibilities in the job description and capture what the employee does daily. What are their responsibilities? What skills do they use? What projects are they leading, supporting, or stuck on?

Step 2. Identify short- and long-term career goals

Where does this person want to go? Ask them where they see themselves in two years, five years, and ten years. Don’t settle for vague goals like “move up” or “grow professionally.” Keep probing until you get specifics. Do they want to lead a team, master a specialized skill, or switch to a completely different part of the business? The clearer their goals, the easier it is to map their path.

Step 3. List potential next roles and promotions

Sketch out what might come next. You’re not making promises, you’re exploring potential roles that make sense based on where the employee is now and where they want to go. Include potential promotions, side steps into other teams, or projects that would help them build new skills. Present a clear picture of what’s possible and how they can get there. 

Step 4. Determine the skills, education, or certifications needed

Identify the exact skills, training, or credentials needed to close the gap. Be specific. “Better communication” is too broad. Try examples like “complete a project management certification” or “lead a cross-team presentation” to make development concrete. Clarity in this step sets the tone for employee growth that aligns with both individual goals and your organization’s needs.

Step 5. Set clear milestones and timelines

Make the plan tangible. Outline specific checkpoints and tie them to realistic timelines. These could be things like completing a course, taking on a new project, or hitting a performance goal. Milestones help track progress, maintain momentum, and provide opportunities to recognize employee growth throughout their career journey.

Step 6. Create a visual structure or framework 

Make it visual and easy to follow. Whether it’s a flowchart, timeline, or simple diagram, the career map should be something employees can reference and understand at a glance. Or use the template provided above to give yourself a head start. Ensure the final version is well-organized, easy to access, and accessible to everyone.

Step 7. Review regularly and update as goals evolve

Career maps should reflect where employees are currently, not where they were six months ago. As roles shift, goals evolve, and the business moves forward, the map needs to keep up. Set regular check-ins to review progress, reassess priorities, and make adjustments as needed. A quick update every six months is a good starting point, but timing can vary depending on the pace of change in your organization.

Step 8. Align the map with company-wide progression frameworks

Make sure each map connects with your company’s broader career frameworks and succession planning strategy. This keeps development consistent across teams and aligned with actual opportunities. When career maps reflect the bigger picture, everyone moves in the same direction (forward!).

6 tips for implementing career maps in your organization

When implementing career mapping, you need more than good intentions to make it successful. These best practices will help you along the way: 

1. Involve employees in co-creating their maps

Career mapping works best when it’s a two-way conversation. Involving employees in shaping their path builds ownership, clarity, and buy-in. It also helps ensure the map reflects their real goals, not just what the company hopes they'll want. Start the process collaboratively, and keep it that way throughout.

2. Use regular check-ins to update maps

Career maps aren’t one-time use documents. They need consistent attention to stay useful. Build brief reviews into your existing one-on-one rhythm so managers and employees can track progress, adjust goals, and respond to changes in real time. This keeps the map relevant and helps development stay on track between formal review cycles.

3. Integrate with performance reviews and learning goals

Make career mapping part of the conversations you're already having. Tie it directly to performance reviews and individual development plans so it becomes a natural extension of your existing process.

4. Store and track maps using an HRIS or centralized platform

Career maps only work if you can find and update them. Consider using a centralized platform or HRIS software, like Rippling, to store, track, and manage maps over time. This keeps everything in one place, makes collaboration easier, and ensures nothing falls through the cracks. Plus, it gives you visibility into development patterns and career progression trends across your company.

5. Make career maps a living document, not a one-time exercise

Encourage managers to treat career maps as an active part of team conversations, not just something to pull out at review time. Keeping the map active shows employees you’re invested in their growth and helps build a culture of continuous development.

6. Provide training for managers to effectively support career mapping

Managers play a central role in making career mapping work, but many haven’t been trained to lead these conversations. Give them the tools to talk about growth, spot development opportunities, and guide employees. Don't assume they'll figure it out on their own.

How Rippling helps you track and support employee growth

Rippling is an all-in-one HRIS software solution, built on a single source of truth, that enables HR teams to support employee career progression by leveraging centralized data, custom job profiles, training modules, and integrated performance management. 

Rippling eliminates traditional silos that hinder career development initiatives and transforms how organizations approach career advancement by providing HR pros with the tools they need to create clear pathways for employee growth. 

By connecting workforce management, learning, performance management, and analytics, HR teams can make data-driven career development decisions. 

Rippling’s capabilities include: 

• Custom job role tracking: Configurable employee profiles with custom fields for skills, certifications, and career aspirations that can be embedded directly at the top of profiles.
• Learning module integration: Seamless connection between training completions and career development tracking within unified employee profiles.
• Analytics to spot promotion bottlenecks: Real-time reports embedded in employee profiles that track promotion timelines, identify skill gaps, and monitor career development progress across the organization.

Rippling’s performance and workforce management software simplifies the setup and maintenance of review cycles, goal alignment, and continuous feedback, all within one system. By uniting these features, Rippling improves workforce management, increases employee engagement and retention with clear advancement paths, and enhances performance by aligning training and evaluations to organizational and employee goals, making it a powerful tool for HR and development.

Career mapping template FAQs

Who should create a career map, the employee or the manager?

Both the employee and the manager should be involved in the process. Managers usually start the process and outline the organizational framework, while employees bring their personal goals and aspirations to the table. Your HR team plays a key role in guiding these discussions, helping connect individual career goals with company opportunities.

How often should career maps be updated?

You should update career maps regularly to reflect personal growth and shifting company needs. A six-month interval is a good guideline to ensure the map stays relevant and consistent with company goals.

Are there tools or software to build a career map?

Yes, there are several tools and software solutions to help you build a career map. You’ll find online platforms with templates and resources to guide you, and specialized software that offers extra features like progress tracking. If you prefer something simpler, you can use spreadsheets or visual mapping tools. We've included a career map template in this article to get you started.

What’s the difference between a career path and a career map?

A career path is a clear, step-by-step plan to help an employee move from their current role to a specific goal, usually within one area. A career map, however, shows a wider range of options across different roles or departments. The key difference? A career path is focused on one direction, while a career map gives more flexibility and shows different growth possibilities.

How do I create an effective career development plan for my team?

A strong career development plan connects employee goals to business objectives and gives people a clear path forward. Here's how to build one that drives progress:

• Start with goals: Tie each employee’s career goals to your organization’s objectives. This creates alignment and purpose.
• Use the right tools: Begin with a career map template, career roadmap template, or career path template. A career pathing template works for roles with more structured growth.
• Focus on flexibility: Good plans go beyond roles. Include lateral moves, cross-functional opportunities, new competencies, and space for individual aspirations.
• Make it actionable: Add milestones, learning objectives, and mentoring opportunities tied to their current job and future roles.
• Keep people motivated: A clear roadmap shows employees where they’re headed, what they need to get there, and why it matters.
• Commit to long-term progress: Career planning a one-off. Revisit the plan regularly as part of ongoing employee development and career progressions.

How can managers support employees in setting career goals?

Managers play a key role in helping employees set career goals that align with both their professional goals and the organization’s direction. It starts with an open conversation. Ask what motivates them, which jobs or projects they’re drawn to, and where they see themselves long term. 

From there, assess their current role and identify skills, strengths, and gaps. A clearly defined career path helps create purpose and focus, especially when it includes real development opportunities such as training, mentoring, or cross-functional work. Revisit goals regularly to keep employees motivated and progressing in a meaningful way.

This blog is based on information available to Rippling as of July 3, 2025.

Disclaimer: Rippling and its affiliates do not provide tax, accounting, or legal advice. This material has been prepared for informational purposes only, and is not intended to provide or be relied on for tax, accounting, or legal advice. You should consult your own tax, accounting, and legal advisors before engaging in any related activities or transactions.