HR Learning of the Day Career Plateau

1. Definition and Explanation

Career plateau occurs when an employee feels stuck in their role with limited opportunities for advancement, growth, or new challenges, leading to reduced motivation and job satisfaction.

2. Origin and History

The concept was introduced by Ference, Stoner, and Warren (1977) to describe career stagnation due to organizational structure or personal limitations. It gained traction in career development and HR studies.

3. Related Management Theories

* Hierarchy of Needs (Maslow)

* Two-Factor Theory (Herzberg)

* Expectancy Theory (Vroom)

4. How HR Uses It for Organizational Benefit

HR identifies plateaued employees to provide lateral moves, skill development, or mentoring programs, ensuring engagement and productivity while retaining experienced talent.

5. Pros and Cons

Pros:

* Encourages skill diversification through lateral growth

* Retains institutional knowledge within the organization

* Allows stability for employees who prefer consistency

Cons:

* Leads to disengagement and job dissatisfaction

* Reduces innovation and motivation in long-term employees

* Increases turnover if not managed effectively

6. Use Case Example from HR

An IT company identified mid-career employees experiencing a career plateau. HR introduced a cross-functional project assignment program, allowing them to work in different departments, increasing engagement, and reducing turnover.

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Dr. Vishal Verma