Understanding Lateral Moves
Lateral moves involve transitioning to a different role at the same level within an organization or in a similar position elsewhere. Unlike a promotion, these moves don’t carry a new title or a substantial salary increase initially. However, they often open doors to broader skill sets and networks. For example, IBM reported in 2022 that employees who switched functions laterally were 25% more likely to reach senior leadership roles than those who only pursued upward moves. A lateral move might mean shifting from product management to operations or from marketing to business development — not a step down, but a different path.
Many companies like Google use internal mobility programs encouraging lateral moves to retain talent and cultivate leadership. They understand that career progression isn’t always vertical. Experience goes broad, not only up.
Misconceptions and Pitfalls
Many employees equate career success strictly with promotions. This mindset often leads to tunnel vision, where people reject lateral moves fearing they signal stagnation or lack of ambition. Yet chasing only promotions can backfire by limiting exposure to diverse challenges and making workers vulnerable to skill obsolescence.
Consider this: A 2021 LinkedIn Workforce Report found that 60% of people who stayed in the same role or department for over three years reported feeling stuck or burned out. Promotions rarely address the root cause, because they often repeat similar responsibilities with extra pressure.
Ignoring lateral moves means losing flexibility. Employees risk pigeonholing themselves into narrow expertise areas or become overly dependent on a single manager’s favor, which in volatile markets, could be risky.
Strategies to Use Lateral Moves
Choose Diverse Functions
Switching functions broadens business understanding. For instance, moving from sales to product development builds customer empathy and technical knowledge. This mix made Amazon’s Jeff Wilke a powerhouse executive. In practice, volunteering for cross-functional projects or internal job rotations can be an entry point. Tools like Workday or SAP SuccessFactors provide internal job boards tracking such openings.
Focus on Skill Acquisition
Use lateral moves as planned skill upgrades. When I moved from marketing to data analytics in 2020, I gained a quant edge few marketers possessed then. Companies like Coursera report course completions jumped 45% when learners targeted specific skills instead of titles. Identify skills trending in your industry and move to roles that develop them — sometimes sideways is up.
Expand Networks Broadly
Lateral moves expose you to new teams and decision-makers. Network size often predicts career longevity. For example, Salesforce employees who moved internally between departments saw a 30% growth in influential contacts within a year, per their 2021 internal survey. Practically, invite new colleagues to informal meetings or use LinkedIn’s internal groups to connect.
Reduce Dependency on Title
Stop tying value to your job title. Titles carry bias and ceilings. By shifting laterally, you reposition your personal brand on capabilities over rank. Using platforms such as GitHub for developers or Behance for designers allows you to showcase work rather than titles. After all, projects speak louder than labels.
Test Cultural Fit
Sometimes lateral moves help determine if a new team or business unit suits your style. At Intel, employees who tried at least one lateral transfer reported 40% higher job satisfaction than those who didn’t switch teams, according to a 2019 internal poll. Try short-term assignments or contract roles to get a feel without commitment.
Manage Risk of Stagnation
Be cautious not to get stuck in lateral moves without progress. Set clear learning objectives and timelines. Use tools like Trello or Notion to track new skills or projects completed. After 12-18 months, assess if the move brings growth or merely inertia. Avoid sideways shifts that feel like avoidance.
Leverage Lateral Moves for Leadership
Lateral moves gain credibility with leadership if tied to mission-critical projects. For example, a shift from engineering to project management in a company facing delivery issues positions you as a problem solver, not just a title chaser. McKinsey research shows employees with varied functional experience get leadership roles 60% faster.
Prepare Your Narrative
When pursuing lateral moves, clarify and communicate your rationale. Frame the move around growth, new value, and long-term vision to managers clearly. Practice storytelling in performance reviews. Use quantifiable achievements to justify changes. This approach beats vague ambitions.
Use Internal Job Boards
Many organizations host extensive internal job listings. For example, Deloitte’s internal talent marketplace launched in 2022 sees thousands of lateral move applications yearly. Use these platforms actively, because they often offer roles not advertised externally.
Real-World Examples
At Cisco in 2018, an employee named Michael faced a stalled promotion despite stellar performance as a network engineer. He opted instead for a lateral move to cybersecurity engineering. After 14 months, this switch led him to a leadership role overseeing a $10 million security project — a jump faster than his prior upward efforts. The cybersecurity field grew 31% in demand at that time, proving timing matters.
Another story comes from a marketing manager at Netflix who shifted laterally into data science in 2019. Within two years, she helped optimize subscriber acquisition algorithms, contributing to Netflix’s $30 billion revenue in 2020. The lateral move introduced her to measurable impact beyond brand campaigns.
Benefits Checklist
| Benefit | Lateral Move | Promotion | Impact |
|---|---|---|---|
| Skill Growth | High, varied skills | Focused, role specific | Broader adaptability |
| Network Expansion | Multiple teams | Same department | More contacts |
| Career Mobility | Higher future options | Narrow path | Better security |
| Salary Impact | Slower, incremental | Immediate boost | Varies by role |
| Job Satisfaction | Often higher | Mixed results | Personal alignment matters |
Avoiding Common Errors
Many people stay too long in lateral roles without goals. Set deadlines for reassessment (a year max). Don’t treat lateral moves as safety nets for failed promotions — this hurts growth. Also, communicate your intentions clearly; managers often worry about engagement when moves aren’t explained.
Failing to track new skills or network growth means missing the benefits of the lateral shift. Use simple trackers or apps. Lastly, don’t underestimate cultural fit. Switching to a new team can be a mismatch if values clash, which, frankly, most people skip checking.
FAQ
Are lateral moves a sign of career stagnation?
No. Lateral moves often expand expertise and lead to leadership faster than traditional promotions.
How long should I stay in a lateral role?
About 12 to 18 months to develop skills and demonstrate value before reassessing.
Will lateral moves affect my salary?
Initial pay increases might be minimal, but long-term earnings can improve with broader skills and opportunities.
Can lateral moves help in changing industries?
Yes, they provide relevant experience without starting at entry-level.
How do I convince my manager about a lateral move?
Present clear growth goals aligned with company needs and show how the move benefits both sides.
Author's Insight
I’ve taken several lateral moves myself — from software development to UX design — and found that sideways sometimes means forward. You save time, reduce noise, and the inbox stops winning. The moves give real flexibility in career choices, not just titles. Tracking real skill gains must be intentional or you risk wasting the chance. In my view, promotions aren’t always progress.
Final Thoughts
Lateral moves break the upward-only mindset and open avenues for skill diversity, richer networks, and ultimately, stronger career resilience. By targeting specific roles aligned with growth goals, communicating effectively, and setting clear timelines, lateral moves become deliberate steps forward. Don’t just climb; explore to secure a career built on depth and adaptability.
