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Career progression: tips on moving up the corporate ladder
11 months ago By Emily Harris
Within our professional lives, it’s a given that the majority of people want to advance their career. Advancement can mean different things to different people; gaining a promotion, developing new skills, receiving more responsibility and within the Built Environment Industry, exposure to significant projects.
However, while we might have set goals in mind for where we want our careers to end up, the route to achieving these goals isn’t always clear-cut. While we might have our sights set on becoming a project manager for example, what are the definitive steps we need to take to reach this goal? And once you’ve started your dream job, where do you go from there? How can you get the most out of your role throughout your working life and how can you maximise your potential?
Sometimes career progression is easy, with the route logical and the steps distinct and attainable. Other times, career advancement seems difficult, and you can feel like you’ve plateaued and no longer have a clear path to follow. Wherever you are in your journey, TDP has collated the following steps to help you map out a plan, if you’re feeling lost within your current job and are unsure what your next move should be.
Plan & Identify Goals
In order to develop and grow your career, you firstly need to have a strong sense of direction; what do you want to achieve and how can you utilise your skills and interests? Being able to effectively develop your career involves a lot of initial planning to increase your chances of securing your career goals. Setting and planning career goals can be a different process depending on the individual, however, the first step is establishing what you want, which can sometimes be easier said than done. If you don’t have a clear idea of your ideal job or role, career advisors recommend to firstly list the skills or activities you enjoy or are good at in your current role and then determine if you can group these skills as a legitimate career prospect. For example, perhaps you have experience and studied in Marketing and Office Management but have also developed an interest in working web design/programming.
Once you’ve outlined the skills you possess and the aspects of your role you enjoy, you can then set yourself goals on how to integrate these skills and interests into your work life. Goal setting is important as it instils a sense of purpose and can provide clear targets you can work towards. However, when setting goals it’s important to ensure they are feasible; if you’re a Graphic Designer setting a goal to become a world-famous actor isn't very realistic. When setting yourself goals, you need to ensure they are SMART; that they are specific, measurable (or quantifiable), attainable, realistic, and time-based to give yourself the best chance of achieving them. For example, a better goal for a graphic designer who’s interested in web programming, might be to work on their company’s website re-design and a SMART goal they set themselves is to be included or nominated to join the company website re-design team for the duration of the project, maybe 6 to 12 months.
Once you’ve established your key goals you can then determine the steps you’ll need to take to achieve them. You should ask yourself the following questions: are there opportunities in your current role in which you can achieve these goals? Could you work towards a promotion where you could achieve these goals? Or would achieving these goals require moving to a different company? Furthermore, it’s important to consider if there are any current skill or knowledge gaps that could prohibit you from achieving your role, like management experience for example. Or experience in particular software. Are there courses or programmes you can undertake to bridge these skill gaps?
Advancing Your Skill Set
Once setting yourself SMART career goals, you can start taking steps to achieve them. The first relates to learning and development. Within a professional context, your skill set is a collection of abilities (both technical and behavioural) that help you to perform particular tasks and each job you take will require particular skill sets, depending on the job itself. Someone who works in Structural Engineering will need to be proficient in conducting site inspections and construction methodology, for example. There are also particular skills that are transferrable; they are considered necessary for every job, no matter the industry. Skills like good communication, critical or analytical thinking and creativity are considered beneficial to any job and consequently being in possession of such skills puts an employee at a great advantage, as they can utilise these skills if they ever choose to move departments, change industries or apply for a new role.
When reassessing your options, or looking for a change, taking stock of your skill set is an important step. If you’ve set yourself a particular career goal that requires certain skills that you need to develop further (for example, if you’re wanting to step into a more client-facing role or become more involved in project management you might need to develop your stakeholder management skills) than working to develop these skills will play a big part in achieving your goal.
Even if you don’t have a specific career goal in mind, top performers are always learning and building on their skills and knowledge. Expanding your skill set, can only make you a better worker and provide opportunities for you to expand your career in the future. So, if you’re feeling stagnant or bored within your current job, looking at ways to advance your skillset can be a great option. Ask your manager or HR department if there are any formal training programs that are offered within the company that you could take part in, or if they’d be willing to sponsor you in external training or workshops.
Depending on their budget, companies can be quite willing to support an employee’s learning goals, especially if there’s a strong business case for that employee to acquire new skills and knowledge. Otherwise, if your organisation is unable to support your learning & development with formal training, there are also numerous online courses that you can enrol in.
Ask For Feedback
While developing your skillset, it’s also beneficial to seek feedback from those who work directly with you, on your performance. If vying for an internal promotion or pay rise, it will often be the people you work for directly- perhaps a manager or supervisor- that will be involved in the decision or vouching for you, so it’s important to know what they think of your work, if you have what it takes and if there is room for improvement. Getting an outside perspective on your skill gaps - any gaps in the skills that you possess, and the skills required to do a certain job- is also crucial, as these can be a blind spot when having to determine them ourselves, while an outsider can provide a much more objective viewpoint.
By taking the feedback of your subordinates, colleagues and managers on board not only are you demonstrating that you value their feedback and can actively listen and take direction well, but you’re also able to develop and adjust your skill set further, strengthening your case when you next apply for a new role or promotion or even asking for more work responsibility.
In some companies, feedback is routinely given once or twice a year when an employee has their six-month or annual performance review. However, if you’re seeking advice or guidance, there’s nothing stopping you from starting the conversation. After a presentation or after you finish a big project, ask your manager or boss how they thought it went and if there’s anything that could be improved. Try to keep an open mind and take what they’re saying on board. Ask them to provide examples of how things can be done differently in future, so you know what can be done for next time and what can help enhance your abilities even further.
When To Move On
Knowing when both yourself and a company have come to the end of your journey isn’t always the easiest thing to identify. But rather than staying comfortable and stagnant in the same place for years, the best solution to develop your career is to move on and seek new prospects outside of the company. If you’re experiencing the following, HR professionals recommend starting to look for new opportunities:
Being too comfortable – If you find yourself mindlessly going through the motions at work rather than being engaged in what you’re doing, it’s a sign that you need a change. If you’re not being challenged at work you will eventually get bored and won’t be inspired, which then negatively impacts on you producing your best work.
Lack of opportunity- You’re committing the majority of hours Monday through Friday to a job, so it’s not worth investing the time into a company that doesn’t have the ability to invest in you. If you feel you’ve exhausted all of your opportunities to progress within your company or you’ve consistently gone for promotions, after seeking and following the advice and feedback from your managers and haven’t been successful, it might be time to move on.
Furthermore, if you’ve made it known to both your managers and HR team that you’d like to develop your skills or looking to progress within the organisation, and haven’t received any advice or offers for professional development, it suggests that this isn’t something the company really values. Thus, if you’re wanting to develop your career further, it’s best to do so outside the organisation.
Negative Experiences - If you find yourself no longer enjoying your work for whatever reason; you’re not being challenged, you’re not receiving the recognition you feel you deserve, or the organisational culture doesn’t value learning or support the needs of its employees. Whatever the reason, if you suddenly find you’re dreading Monday morning every Sunday evening, it’s a clear sign that the particular job is no longer working for you. No job is worth your ultimate unhappiness.
If any of the above resonates with you, it could be time to seriously consider looking for new opportunities. Before making a formal announcement and giving your notice, it’s worth exploring the job market and reaching out to recruiters, to properly evaluate what else is out there and if there are options that will be a better fit for you. By reaching out to a recruiter, especially one that works within your industry, you can gain up-to-date market advice on the types of roles that are available, what would be suited to you and perhaps receive some ideas of roles you previously hadn’t considered. Establishing external opportunities before you make any ‘official’ moves at your current place of employment will help you feel more prepared in your future job search and expose you to more fulfilling and satisfying careers.
If you’re looking to develop your career or new opportunities within the Built Environment Industry (Construction, Engineering, Property, Interior Design) and are interested in getting some real-world advice don’t hesitate in reaching out to our specialised consultants. Contact us here:
people@techanddatapeople.com.au
What does it actually take to build a specialist recruitment business in today’s market and more importantly, what kind of people does it take to grow one? We sat down with Stu, Director at Tech and Data People, to talk about the thinking behind TDP. Where the opportunity really sits in tech recruitment, the standards that drive the business and the kind of environment he’s intentionally building. 1. What was the opportunity you saw in the tech and data recruitment market? The market was saturated with generalists but under-served when it came to true specialisation particularly across data, AI and emerging tech. Businesses were investing heavily in these areas, yet struggling to find recruiters who genuinely understood the space. The opportunity was to build a firm that operates as a strategic partner, not just a supplier. One that understands how data teams are structured, how AI is evolving and what “great” looks like at every level. Not just filling roles but helping shape teams. 2. What do you believe makes a great recruiter in today’s market? Curiosity and credibility. Anyone can send CVs. The best recruiters understand their market deeply, ask better questions and aren’t afraid to challenge both clients and candidates. They build trust by adding insight, not just activity. There’s also a commercial edge; you need to treat this like a business, not just a job. 3. What standards do you hold the team to? High standards, consistently applied: Deep market knowledge - not surface level Honest communication, even when it’s uncomfortable Ownership of outcomes, not just inputs Quality over volume in everything we do We’re not here to be the busiest, we’re here to be the most trusted. 4. Where do you see TDP in the next 3–5 years? We’re building towards being a recognised specialist in data, AI and advanced technology recruitment across Australia. Really known for quality, not scale for the sake of it. Growth will come from depth, not just headcount: Expanding into new verticals within tech and data Developing clear market leaders internally Building a brand that attracts both top clients and top recruiters Ambition attracts ambitious people and that’s exactly the environment we’re creating. 5. What kind of people are you looking to bring into the business? We’re not looking for average recruiters; we’re looking for builders. People who: Want to own a market, not just work a desk Have opinions and aren’t afraid to use them Care about their reputation in the industry Are motivated by long-term success, not short-term wins The goal is to build a team of market leaders, not followers. 6. What would you say to someone who wants more than just “a desk” in recruitment? If you want a job, there are plenty of options. If you want to build something (your brand, your market, your career), this is the kind of environment where that’s possible. You’ll be backed, challenged and given the space to grow. But with that comes expectation. This isn’t for everyone, and that’s the point.
Tech may be constantly shifting, but TDP recruiters know how to chart the path to the right talent.
What does working at Tech and Data People actually look like day to day? We asked Aidan to share his experience - what stood out, how he’s grown and what it takes to build momentum here. It’s a straightforward look at the environment, expectations and opportunities that shape a career at TDP . 1. What attracted you to Tech & Data People in the first place? I was immediately drawn to Tech & Data People because of the clear growth trajectory the business offers. It’s an environment where ambition is encouraged, development is prioritised and there’s a genuine opportunity to make a long-term impact. The combination of a strong vision and a supportive leadership team made it an easy decision. 2. What surprised you most once you started? Nothing in particular surprised me, but I was genuinely impressed by how supportive and collaborative the environment is. The office culture, along with the connection to our sister organisations - Design & Build and Public Sector People - creates a network of people who are welcoming, engaged and always willing to help. It’s a place where you feel part of something bigger from day one. 3. How would you describe the culture at TDP in three words - and why? Autonomy – You’re trusted to take ownership of your work and shape your own success. Trust – Leadership empowers you to make decisions and manage your desk with confidence. Care – There’s a genuine focus on people, both professionally and personally, which creates a healthy and motivating environment 4. What does a “good week” look like for you here? A good week is one where I’m actively picking up new roles, uncovering fresh leads, engaging candidates, scheduling interviews, and ultimately closing deals. It’s a balance of momentum, productivity and meaningful progress across my pipeline. 5. How does TDP support your growth as a consultant? TDP supports growth through a blend of autonomy, trust and care. I’m given the freedom to run my desk, the confidence from leadership to make decisions, and the personal support needed to continue developing both my skills and my career. It’s a structure that encourages independence while ensuring you’re never on your own. Our Head of People Development, Leanne Kemp , does a great job at keeping our knowledge and processes up to date too! 6. What’s different about recruiting in tech at TDP compared to other environments you’ve worked in? The biggest difference is the level of autonomy and trust. I’m empowered to do my job without unnecessary constraints, and leadership genuinely believes in my capability. Beyond that, the care extends well beyond the boardroom. There’s a real interest in my wellbeing and success outside of work, which ultimately strengthens my performance within it. 7. How would you describe the expectations here? Expectations are clear, transparent and aligned with the company’s broader goals. You always know what success looks like, and you’re given the tools and support to achieve it. 8. Who thrives at TDP? What Would you say to someone considering joining? People who are self-driven, resilient and eager to grow tend to excel here. Those who value autonomy, embrace accountability and enjoy being part of a collaborative team environment will find TDP a place where they can truly thrive. If you’re looking for genuine growth opportunities and a place that invests in your development, TDP is absolutely worth it.
How many “unicorn” hires has your team lost in the past year? You know the type: the mythical full-stack engineer who codes, designs, manages projects AND mentors juniors - all without breaking a sweat. Companies spend months hunting for these elusive candidates, convinced that landing one will solve every team problem. Here’s the hard truth: unicorns are rare and chasing them often slows hiring, burns out teams and leaves critical projects stalled. Instead of relying on a single superstar, the smartest tech teams focus on building scalable, resilient teams. The kind where collaboration and complementary skills do the heavy lifting.
The start of a new year is an opportunity to reflect, reassess and make intentional decisions about your career. For tech professionals, planning now can help you take advantage of opportunities, navigate emerging trends and advancing your career. This guide offers practical steps to help you consider, prepare and take confident action in the months ahead. Reflect on your career to date Review your achievements, projects and skills gained over the past year. Consider what worked well and what you’d like to change in your next role. Factor in responsibilities, team dynamics and company culture. Identify gaps in your knowledge or experience and set concrete goals to address them. Tip: Focus on showing how you apply your skills in real contexts. Link them to projects, roles and education to help hiring managers understand your impact. Suggesting clear examples and outcomes makes your profile stand out. Helpful resource: How to Highlight Skills on LinkedIn to Get Noticed (LinkedIn Business Talent Blog) provides tips on listing and structuring skills that attract recruiter attention. Understand the tech market Look at which areas of tech are hiring and in demand (e.g., data, cloud, cybersecurity). Track early hiring signals - new team expansions, company announcements, published salary guides or roles being filled quickly. Consider how your skillset aligns with market demand and where you could add unique value. Helpful resource: Stay up to date on tech hiring trends and market insights by following Tech & Data People on LinkedIn
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