Employees often come to ERGs with questions about how careers actually move inside the organization. The wording varies. Some want to know if they are ready for more. Others want to understand which skills and experiences matter most. Many feel like everyone else understands the system better than they do.
These are not about insecurity. They simply reflect a workplace that no longer follows a predictable pattern.
For years, careers were described as a sequence of steps. You did strong work, someone noticed, and the next opportunity followed. That structure has shifted. Roles evolve quickly. Opportunities appear before they are formally defined. Decisions about readiness often happen in conversations employees never hear.
It isn’t surprising that people feel like they’re missing something.
It’s not a lack of ability. It’s a lack of understanding of how the system works. Many organizations aren't transparent about how decisions get made, leaving employees to interpret signals that were never explained. Even high performers can feel stalled or out of sync when the rules are hard to see.
This is where ERGs can make a difference. They create space for candid questions and surface the informal patterns that shape opportunity. They help employees understand what builds readiness, how sponsorship actually works, and what gets noticed in real decisions. When ERGs do this well, the system becomes more navigable.
Many organizations aren't transparent about how decisions get made, leaving employees to interpret signals that were never explained.”
Try This
Consider building one or more of these topics into an ERG event, discussion, or mentoring conversation:
- “How careers actually move here” panel featuring leaders who can talk honestly about the assignments, experiences, and relationships that mattered most in their careers
- Promotion myths versus realities discussion about what people think matters compared to what decision-makers actually notice
- Career path mapping activity where employees identify possible next moves, adjacent opportunities, and experiences they may need before they are ready
- Manager Q&A session where leaders explain how they decide who is ready for stretch work, leadership opportunities, or promotion
Employees don’t need more encouragement. They need better information.
The more ERGs can help people understand how careers actually move inside an organization, the more likely employees are to see a future for themselves there.
For more on this idea, see the Forté Signals article “Why ‘What’s My Next Step?’ Is the Wrong Career Question Now.”
