A recent Harvard Business Review article explores one of the toughest challenges leaders face – where do star-employees go when there is nowhere left to promote them? UCL School of Management Professor Anthony Klotz provides valuable insight:
“People tend to stay committed to organisations that invest in them, and investment is defined broadly,” Professor Klotz explains. “They need to feel like their career is moving forward, not standing still.”
The piece, When There’s Nowhere to Promote a Star Employee by Rebecca Knight, highlights practical strategies for keeping top talent engaged when upward mobility stalls, noting that promotions have become the primary marker of success for many professionals, but Klotz argues that growth can take many forms.
The article encourages leaders to decouple career progression from the organisational chart and instead create opportunities for employees to broaden their scope, increase visibility and widen influence. This might include leading cross-functional projects, gaining exposure to senior leaders or taking on additional responsibilities.
Klotz’s insights come in the build-up to his forthcoming book Jolted: Why We Quit, When to Stay, and Why It Matters. He focuses on reframing career progression and ensuring employees feel their development is still moving forward, even without a new title.
Professor Klotz also stresses the importance of transparency and context for star employees. When promotion isn’t possible, managers should explain why, using data to show that low turnover is an external constraint rather than a reflection of performance. Listening is equally critical. Employees may feel disappointed or frustrated, so leaders should give space for honest conversations about ambitions and what would help them feel valued.
Finally, Klotz reminds managers to advocate for their high performers. If a new role can’t be created, consider other forms of recognition such as pay bumps, title tweaks or increased flexibility. Retaining top talent often requires creativity and commitment.
Career growth isn’t always a climb, it can also be about expanding responsibilities, new skills and greater visibility.
