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Recruiting For Tax Staff? Offer High-Impact Career Moves, Not Generic Lateral Transfers

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Recruiting For Tax Staff? Offer High-Impact Career Moves, Not Generic Lateral Transfers

In today's competitive business landscape, talented employees are more than just a resource. They're a prized asset, a driving force that can propel your organization to new heights. That's why it's crucial to keep your employees engaged, motivated, and striving for more. This requires more than simply offering generic lateral transfers. Instead, you should be providing opportunities for high-impact career moves.

Understanding the Difference

A lateral transfer is a move within an organization that involves a change in job title or department but doesn't necessarily come with a change in responsibility, remuneration, or status. In contrast, a high-impact career move is one that elevates an employee's career trajectory, offering new challenges, increased responsibility, and the opportunity for professional growth and development.

The Value of High-Impact Career Moves

  • Increased Engagement and Motivation: High-impact career moves offer employees a chance to upskill, broaden their horizons, and take on new challenges. This not only keeps them engaged and motivated but also strengthens their commitment to the organization.

  • Retention of Top Talent: By offering meaningful growth opportunities, you're more likely to retain your top performers. These employees are often the most ambitious and want to see a clear path to advancement within the organization.

  • Building a Leadership Pipeline: High-impact career moves can help you build a robust leadership pipeline within your organization. By providing employees with opportunities to take on leadership roles, you're cultivating the next generation of leaders.

How to Offer High-Impact Career Moves

Create a Culture of Learning and Development: Encourage ongoing learning and professional development. Provide resources and opportunities for employees to learn new skills and take on new challenges. This could include internal training programs, external courses, or mentorship opportunities.

Recognise and Reward Performance: Make sure your employees know that their hard work is appreciated and will be rewarded. This could be in the form of a promotion, a new project, or a change in responsibilities. Make it clear that high performance can lead to exciting new opportunities.

Offer Cross-Functional Opportunities: Encourage employees to work on projects or tasks outside of their usual role. This not only broadens their skillset but also gives them a better understanding of the organization as a whole.

Implement Career Pathing: Career pathing involves working with each employee to map out their potential career trajectory within your organisation. It's an effective way to show employees that there are opportunities for growth and advancement.


In an era where the battle for talent is fierce, offering generic lateral transfers won't cut it. To attract and retain the best talent, you need to offer high-impact career moves that provide real opportunities for growth and advancement. By doing so, you're not just investing in your employees' future but also in the future of your organization.

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