Overview

Report title: Progression in Employment: Using behavioural insights to promote progression in employment​

Source: Institute for Employment Studies (IES) ​

Year published: 2020

Sources
Categories
Establishment & Growth
Maturity & Transition
Context
  • Many progression programs focus on skills training or employer incentives, but overlook behavioral barriers like low self-belief, unclear goals, or lack of short-term reinforcement​
  • Employees often struggle to visualize longer-term advancement, particularly in routine or low-wage roles, where feedback loops and internal mobility are limited​
  • Behavioral tools such as goal-setting, self-reflection, and social comparison offer low-cost methods to shift mindsets, clarify aspirations, and boost engagement with career support
Outcomes
  • A UK-based trial using a text message prompt and short goal-planning tool increased jobseeker progression into new roles by 10%​
  • The intervention was especially effective for part-time workers, returners, and employees in entry-level positions​
  • Participants reported increased clarity on career goals, greater use of advisory services, and higher satisfaction with their job development pathway
Implications
  • Behavioral science can complement traditional HR progression tools by supporting employee self-reflection and decision-making​
  • Employers and job centers should integrate nudges into career planning platforms—e.g., goal prompts, milestone check-ins, or visual progress tools​
  • Governments should embed progression-focused nudges into public employment services, targeting workers at risk of stagnation or attrition
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