6 Ways Companies Fail to Help Workers Grow

, a first-of-its-kind ranking of Fortune 250 companies based on the lived experience of three million of their U.S. workers. We compiled the index as part of a study sponsored jointly by the Burning Glass Institute and the Harvard Business School’s Managing the Future of Work project.

Two-thirds of the companies we evaluated landed in the top quintile on at least one of the six measures we created for describing worker advancement. That’s good news. But another of our key findings was that even top-ranked firms fail to deliver consistently on worker advancement — and that’s a problem, because everybody benefits from an upwardly mobile workforce.

We have undertaken this analysis with the faith that all the companies we studied care about employee advancement. Some have reputations as good employers. In fact, many of those that we grouped under our six archetypes actually outperform their peers on at least one of the measures that comprise the American Opportunity Index.

Below, we’ll describe each of our six archetypes in detail. But first it’s worth noting that when companies underperform, no matter what archetype they correspond to, we’ve found that they tend to do so for at least one of the following three reasons: they haven’t consistently measured outcomes, they haven’t invested in training, or they’re adhering to archaic business models.

Corporate practice plays a big role in whether workers rise, and companies need to recognize that they have much to gain when they do. By focusing on the three areas we’ve just discussed — mobility, training, and costly assumptions — companies can avoid dysfunction, help their workers meet their full potential, and realize growing value in their talent.Accelerate your career with Harvard ManageMentor®.

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