5 Steps to Plan Remote Career Growth

Remote work is now a major part of the workforce, with over 32 million Americans working from home by 2025. But growing your career remotely comes with challenges: reduced visibility, fewer casual interactions, and sometimes being overlooked for promotions. This guide outlines 5 clear steps to help you grow your career in a remote setting:

1. Review Your Skills and Goals: Regularly assess your strengths, areas to improve, and where you want to go in your career.
2. Create a Growth Plan: Break down goals into short-term and long-term milestones, with timelines and measurable outcomes.
3. Improve Communication: Schedule regular check-ins, seek feedback, and document your achievements to stay visible.
4. Learn Continuously: Use online courses, certifications, and internal knowledge-sharing to develop new skills.
5. Track Progress and Adjust: Use performance reviews and feedback to stay on course and refine your plan as needed.

Strategies for Career Growth in a Remote Work Era with Catherine Morgan

Step 1: Review Current Skills and Career Goals

Building a successful career growth plan for remote employees starts with understanding two key things: where they are now and where they want to go. Without this foundational knowledge, any planning becomes aimless. By assessing current skills and clarifying career goals, you can create a clear path for remote growth.

Running Skills Reviews

Evaluating skills in a remote setting requires structure. Unlike in-office environments where casual interactions can provide informal feedback, remote teams need deliberate processes to accurately gauge an employee's abilities.

Virtual one-on-one meetings play a critical role here. These sessions should be scheduled regularly - ideally every month - and focus solely on professional growth, not on day-to-day tasks. During these conversations, managers can discuss strengths, areas for improvement, and recent accomplishments, ensuring that employees receive targeted feedback.

Self-assessment tools allow employees to take ownership of their development. Digital platforms like Google Forms or HR system modules work well for this. The key is asking clear, specific questions that prompt employees to evaluate their skills honestly in relation to their role and future aspirations.

Team feedback sessions add another layer of insight by providing a 360-degree view of an employee's contributions. In a remote setting, where peer interactions are less organic, structured opportunities for team feedback are essential. Anonymous surveys or guided group discussions can help gather constructive input from colleagues.

Documentation is especially important for remote employees. Without the visibility that comes from being physically present, it's crucial to keep detailed records of their achievements and completed projects throughout the year.

Discussing Career Goals

Once skills and performance are evaluated, the next step is to focus on career aspirations. Encouraging open conversations about career goals requires intentional effort, as employees may hesitate to share their ambitions if they’re unsure about available opportunities or company priorities.

Building trust is vital in virtual environments. Managers need to make it clear that career discussions are welcomed and appreciated, not seen as a sign of dissatisfaction. Starting with questions like, "What part of your role excites you the most?" or "How do you see yourself evolving within the company?" can set a positive, supportive tone.

For employees who might feel uncomfortable discussing their goals directly, anonymous surveys can offer an alternative. These surveys can gather honest feedback about areas employees want to grow in, development opportunities they’re interested in, and any obstacles they feel are in their way.

Making career development a regular topic during dedicated time slots in one-on-ones helps normalize these conversations. Instead of treating career planning as an annual or formal process, successful managers integrate it into ongoing discussions, making it less intimidating and more natural.

Active listening is key during these conversations. Remote employees often worry about being overlooked for promotions or opportunities. Addressing these concerns with empathy and providing examples of how the company supports remote career growth can build trust and encourage openness.

Matching Goals with Business Needs

The best career growth happens when individual aspirations align with the company’s objectives. This alignment ensures that employees feel fulfilled while contributing meaningfully to the organization’s success.

Transparent communication about company priorities helps employees see where opportunities might arise. Sharing strategic plans, regular updates, and clear explanations of how roles contribute to broader goals allows remote workers to understand how their interests can fit into the bigger picture.

Cross-functional project exposure is another way to align personal growth with business needs. By participating in initiatives outside their immediate team, remote employees can develop new skills, connect with other leaders, and explore career paths they might not have considered before.

Internal mobility programs should be accessible and well-communicated to remote workers. This includes maintaining up-to-date job boards, providing information about lateral moves, and ensuring that remote employees have the same access to new roles as in-office staff.

Regular alignment sessions between managers and employees are essential for mapping individual goals to business needs. For example, an employee’s interest in data analysis could align with the company’s need for better customer insights, or someone passionate about mentoring might be a great fit for a knowledge-sharing initiative.

For alignment to work, managers need to stay informed about both the employee’s interests and the company’s evolving needs. This means keeping up with organizational changes, upcoming projects, and new skill requirements, ensuring remote employees remain engaged and purpose-driven.

Step 2: Create Individual Career Growth Plans

After identifying where your remote employees are now and where they aim to go, the next step is crafting tailored roadmaps to help them succeed. These personalized career growth plans transform vague ambitions into actionable steps that are clear and measurable.

Remote employees require more structure and documentation compared to in-office workers. Without the benefit of casual office chats or spontaneous mentoring moments, it’s crucial to clearly define milestones, resources, and metrics. A structured plan bridges the gap between current skills and future roles.

Setting Milestones and Timelines

Breaking down big goals into smaller, actionable steps is essential, particularly for remote employees. These milestones should be specific and time-bound to keep progress on track.

• Short-term milestones (3-6 months): Focus on immediate skill-building or contributions to projects. For instance, a marketing specialist might aim to earn a Google Analytics certification and lead two client campaigns within 90 days. These smaller goals provide regular wins and keep employees engaged.
• Long-term milestones (12-18 months): Center on career growth and advancement. For example, a software developer might prepare to become a team lead by completing management training, mentoring junior colleagues, and delivering three major projects within 15 months.

Clarity is key. Instead of setting vague goals like "improve communication skills", a better milestone might be, "facilitate weekly team meetings and achieve a feedback score of 4.0 or higher from team members within six months." Specific, measurable objectives help remote employees understand what success looks like.

Track progress using a shared platform to ensure transparency and enable timely support from managers. Quarterly reviews also allow flexibility to adjust plans as needed, accommodating the unique challenges or opportunities of remote work.

Providing Development Resources

Once milestones are in place, support them with tailored learning resources that fit the remote work model.

• Online learning platforms: Subscriptions to platforms like LinkedIn Learning, Coursera, or Udemy provide employees with access to courses that align with their career goals. The key is to ensure these resources are directly tied to their growth plans, rather than just offering broad access.
• Virtual mentorship programs: Pair remote employees with senior colleagues for regular video calls to share advice and feedback. These relationships work best when expectations around frequency, topics, and goals are clearly outlined.
• Industry certifications: Encourage employees to pursue credentials like PMP (Project Management Professional), Google Ads, or AWS certifications. Companies can support this by covering exam fees and allocating work hours for study.
• Internal knowledge-sharing sessions: Host monthly "lunch and learn" video calls where employees can share expertise or discuss recent projects. These sessions help remote workers connect and learn from one another, filling gaps left by the lack of in-person collaboration.

Stretch assignments and cross-functional projects are also excellent ways to integrate learning with real-world work experience.

Tracking Success with KPIs

To measure progress effectively, use clear KPIs that focus on outcomes rather than presence. These metrics provide employees and managers with a clear view of what’s working and where adjustments might be needed.

• Skill acquisition metrics: Track tangible learning outcomes, such as certifications earned, courses completed, or new technical skills applied in projects. For example, a data analyst might aim to complete three advanced Excel courses and implement two new reporting processes within six months.
• Performance improvement indicators: Link development activities to job performance. Metrics like faster project completion times, higher client satisfaction scores, or improved quality metrics can demonstrate growth. For instance, a customer service representative might track changes in customer satisfaction ratings and call resolution times.
• Career advancement metrics: Measure progress toward promotions or expanded roles. This could include taking on leadership responsibilities, mentoring team members, or contributing to strategic initiatives. A marketing coordinator working toward a managerial role might track the number of junior staff they’ve trained or campaigns they’ve independently led.
• Engagement and retention indicators: Assess the broader impact of career development efforts. Metrics like higher job satisfaction scores, lower turnover rates, and increased participation in company initiatives can reveal whether growth plans are resonating with employees.

Regular check-ins - monthly or quarterly - keep development activities aligned with both employee aspirations and business objectives. Remote employees, in particular, benefit from frequent feedback since they lack informal opportunities to gauge their progress.

Transparency is critical. Employees should have access to their progress data and see how their development connects to potential opportunities within the company. This visibility not only boosts motivation but also reinforces the company’s commitment to their growth.

Step 3: Improve Communication and Visibility

Remote employees face a tough challenge: staying visible in a workplace where in-office teams naturally enjoy more exposure. Without casual hallway conversations or impromptu meetings, remote workers risk being overlooked, especially when it comes to promotions or new opportunities within the company ^[1].

To ensure career growth stays on track, remote professionals need strong communication and a clear presence within the organization. Building on earlier steps, this phase focuses on creating systems that keep remote workers connected, recognized, and positioned for advancement.

Regular Check-ins and Feedback

For remote employees, consistent communication is key to staying engaged and growing professionally. Unlike quick chats in the office, remote communication requires intentional planning and structure to be effective. Regularly scheduled virtual check-ins offer a dedicated space for managers and employees to discuss progress, address challenges, and align on goals.

Weekly one-on-one meetings are especially effective when they go beyond project updates. These 30-minute sessions should include discussions about career aspirations and long-term goals. Video calls are particularly valuable here, as they help maintain the personal connection that’s often missing in remote work.

Each check-in should include specific, documented feedback. Instead of vague comments, managers should provide clear examples of achievements and actionable advice for improvement. Monthly career-focused conversations can dive deeper, exploring what motivates the employee and aligning their goals with the company’s needs.

The key to effective feedback in remote settings is clarity. Concrete examples and detailed guidance help bridge the physical distance and ensure employees know exactly where they stand and how they can grow.

Creating Mentorship Opportunities

Virtual mentorship programs are a powerful way to support career growth for remote employees. Companies can design formal mentorship initiatives that pair remote workers with experienced colleagues, organize virtual networking events, and encourage knowledge sharing through online communities.

To make virtual mentorship effective, it’s important to establish clear expectations. Monthly video calls between mentors and mentees should focus on career guidance, skill-building, and navigating the unique challenges of remote work. Providing mentors with training on these challenges ensures they can offer meaningful support.

Research underscores the value of mentorship. For example, AvePoint reported in 2024 that organizations with virtual mentorship programs saw a 15% increase in promotion rates for remote employees compared to the previous year. These programs also boosted engagement and career satisfaction ^[1].

"The initiative was led by AvePoint's HR Director, Lisa Tran, and included monthly virtual networking sessions and achievement tracking through digital dashboards." ^[1]

Cross-functional mentorship takes things a step further by exposing remote employees to different parts of the business. This broadens their understanding of potential career paths and strengthens their internal networks. Group mentorship sessions, such as mentor circles, are another great option. These sessions bring multiple employees together with senior leaders to discuss topics like leadership, industry trends, or specific career challenges.

Recording Achievements

Another way to enhance visibility for remote employees is by systematically recording their achievements. Keeping a clear and accessible record of contributions ensures that their efforts don’t go unnoticed. Digital platforms can be used to document accomplishments like completed projects, client feedback, process improvements, and certifications.

Digital achievement portfolios act as a real-time record of value creation, offering an ongoing snapshot of an employee’s contributions. Unlike traditional annual reviews, these portfolios allow for continuous documentation and provide a clear picture of progress.

Recognition also plays a crucial role in keeping remote employees visible. Managers can spotlight achievements in company-wide communications, nominate remote workers for awards, and acknowledge their efforts during virtual all-hands meetings or through internal newsletters. Peer recognition platforms add another layer by empowering colleagues to celebrate each other’s successes, creating a culture of appreciation.

Quarterly reviews can compile these documented achievements, presenting a detailed account of the value remote employees bring to the organization. This not only boosts visibility but also helps employees see how their efforts align with their career goals and advancement opportunities.

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Step 4: Offer Learning and Upskilling Opportunities

Continuing from skills reviews and personalized growth plans, ongoing learning is key to advancing remote careers. Unlike traditional office settings, remote employees miss out on casual learning moments, such as impromptu training or hallway conversations. To bridge this gap, structured access to skill-building resources is essential, focusing on both immediate needs and long-term career goals.

Providing Online Learning Platforms

Online learning platforms like LinkedIn Learning, Coursera, and Udemy are excellent tools for helping remote employees grow. Forward-thinking companies customize access to these platforms, aligning courses with specific skill gaps or career objectives. For instance, if a remote marketing team needs to improve their data analysis skills, they might prioritize courses on Coursera’s data science tracks or LinkedIn Learning’s analytics programs.

Customization is key to ensuring employees focus on relevant skills without feeling overwhelmed by too many options. Tailored learning paths can be designed for specific roles, departments, or career stages, making the process more effective and targeted.

To keep the momentum going, regular check-ins are crucial. Managers can discuss completed courses during one-on-one meetings, exploring how newly acquired skills can be applied to current projects or future roles. Beyond online courses, formal certifications and industry events can also play a significant role in skill development.

Supporting Certifications and Conferences

Professional certifications and industry conferences give remote employees an edge by providing recognized credentials and exposure to the latest industry trends. These opportunities are particularly valuable for remote workers, who might otherwise miss out on traditional networking and professional development events.

Companies can encourage certification efforts by covering exam fees, allowing study time during work hours, or even offering bonuses for successful completion. Depending on the industry, popular certifications might include project management (PMP), digital marketing credentials from Google or HubSpot, or technical certifications from Microsoft or AWS.

Virtual conferences are another great option, offering insights into industry developments without the need for travel. Sponsoring attendance at these events allows employees to stay informed while also expanding their professional networks.

Setting up a certification reimbursement program with clear guidelines ensures employees know what’s supported. For example, companies might fully reimburse job-related certifications, partially cover broader professional development, or offer bonuses for earning specific credentials. Together with these external learning opportunities, fostering internal knowledge-sharing can further enhance team expertise.

Building Internal Knowledge-Sharing Programs

Internal knowledge-sharing taps into the collective expertise of your team while strengthening connections among remote employees. These programs create opportunities for employees to share their specialized knowledge with colleagues.

Virtual workshops led by team members are a great way to promote this exchange. These could include sessions on technical skills, industry trends, or best practices across departments. Hosting monthly workshops where employees present their expertise can help cultivate a culture of continuous learning.

Cross-functional learning sessions are another valuable approach. They allow remote employees to gain insight into other parts of the business, broadening their understanding of potential career paths. For instance, a marketing professional could attend a finance team’s session on budget planning, while an engineer might share technical insights with the sales team.

Digital collaboration tools make organizing these sessions easier. Companies can create dedicated channels for learning discussions, schedule regular "lunch and learn" sessions, or establish mentorship circles where senior employees guide junior team members.

Documentation is vital for making internal knowledge-sharing effective. Recording workshops, creating shared resource libraries, and maintaining accessible expertise databases ensure that employees can revisit valuable information at their convenience. This builds a robust knowledge base that benefits the entire organization.

The best programs balance structured learning with informal exchanges. For example, quarterly skill-sharing presentations can be paired with ongoing forums where team members ask questions and share insights year-round. This approach ensures learning remains a continuous and collaborative effort.

Step 5: Track Progress and Make Adjustments

Once you’ve set up learning and communication strategies, the next step is to actively monitor progress and make adjustments as needed. This step is crucial to ensure remote career growth efforts stay aligned with the changing needs of the business. Without regular tracking, even the best career plans can lose direction. By keeping an eye on progress and making timely adjustments, both employees and the organization can stay on track toward their goals.

Running Regular Performance Reviews

Performance reviews are a key tool for assessing career growth, especially in remote work settings. Since remote environments often lack the informal feedback loops of in-office settings, structured reviews are even more important.

For most remote teams, quarterly performance reviews strike the right balance^[2]. These reviews should prioritize outcomes over hours worked. Instead of focusing on how much time an employee spends online, managers should evaluate their actual contributions and results.

Before each review, managers should prepare by reviewing the employee’s growth plan, recent accomplishments, and any challenges they’ve faced. During the review itself, video conferencing tools like Zoom or Microsoft Teams are great for maintaining a personal connection. Discussions should center on career progress, new skills acquired, areas for improvement, and upcoming opportunities. Use tools like Asana or Trello to document these discussions and track action items afterward.

It’s also important to use flexible metrics tailored to the employee’s role. For instance, a remote marketing team member might be evaluated based on campaign performance, completion of professional certifications, or successful collaboration on cross-team initiatives. Metrics like these provide a clear picture of growth without relying on outdated measures like physical presence or time logged.

Collecting Feedback from Employees

To understand how remote employees feel about their career development, it’s essential to create multiple feedback channels and foster a culture of open communication. Remote workers often face unique challenges that may go unnoticed without proactive efforts to gather their input.

Anonymous surveys are one way to encourage employees to share honest feedback. These surveys can cover topics like access to learning resources, the quality of mentorship, clarity around advancement opportunities, and overall satisfaction with career development programs. Conducting these surveys quarterly can help identify patterns and address emerging concerns.

One-on-one check-ins are another valuable feedback tool. These more personal conversations allow managers to ask specific questions about recent learning experiences, skill gaps, and potential improvements to development programs. Team meetings can also include open forums where employees share their experiences, celebrate successes, and suggest changes. When employees see that their feedback leads to real improvements, it builds trust and shows the company’s genuine commitment to their growth. Combined with performance reviews, this feedback loop creates a dynamic and responsive development environment.

Recognizing and Celebrating Achievements

Recognition is a powerful motivator, especially for remote employees who might otherwise feel disconnected or overlooked. A study by Gartner found that only 46% of employees feel adequately supported in career advancement^[1], highlighting the importance of celebrating achievements.

One way to recognize remote employees is by publicly acknowledging their accomplishments during virtual team meetings. Whether it’s completing a certification, hitting a career milestone, or applying new skills to a project, celebrating these wins in all-hands or team calls can boost morale and encourage others.

Digital badges or certificates can also serve as meaningful tokens of achievement. Employees can share these on platforms like LinkedIn, adding visibility to their success. For bigger milestones, consider sending physical awards or gift cards to their homes. These gestures create a personal connection and reinforce their value to the team. Personalized thank-you notes or video messages from leadership can further emphasize the importance of their contributions.

Balancing individual recognition with team-wide celebrations is key to building an inclusive remote culture. Highlighting personal achievements, like earning certifications, alongside team successes, such as completing a cross-departmental project, ensures everyone feels valued. Recognizing accomplishments promptly - rather than waiting for formal review cycles - keeps remote employees motivated and engaged as they work toward their goals.

Conclusion: Supporting Career Growth Through Smart Recruitment

The five steps discussed - evaluating current skills and career aspirations, crafting personalized growth plans, enhancing communication, providing learning opportunities, and monitoring progress - create a solid framework for nurturing careers in a remote setting. But here's the thing: it all begins with recruitment. Smart recruitment combined with these steps sets the stage for lasting success.

Recruitment plays a key role in shaping long-term career development. By prioritizing candidates who show potential for growth, companies can establish a strong base for their development programs. This means looking for qualities like adaptability, eagerness to learn, and alignment with your company's values - traits that are particularly important for thriving in remote work environments.

Smart recruitment also simplifies the journey of early career growth. For instance, Remotely Talents specializes in connecting businesses with standout remote professionals from Europe, Latin America, and North America. Their rigorous screening process is guided by a "Perfect Match To Your Needs" philosophy, ensuring that the talent they recommend is perfectly suited to your goals and integrates seamlessly with your team.

The impact of strategic recruitment is best seen in real-world examples. Gareth Boyd, Head of Growth at Credit Card Compare AU, shared his experience:

"Their team understood our project goals quickly and presented us with highly skilled candidates within days. The developer we hired has been a vital contributor, integrating flawlessly with our existing team."

This kind of seamless integration not only strengthens your team but also creates the perfect environment for career growth to thrive from day one.

FAQs

How can remote employees grow their careers while staying aligned with company goals?

Remote employees can advance their careers and stay in sync with company goals by taking intentional and collaborative steps. Start by having regular conversations with your manager to understand the company's priorities and how your work fits into the bigger picture. Be sure to set specific, measurable goals that tie into these priorities, and use check-ins to share updates and track progress.

It’s also important to keep sharpening your skills to stay competitive in your field. Many companies provide access to training programs or learning resources - make the most of these to grow professionally. On top of that, prioritize building strong connections with your team and colleagues across the organization. Join virtual meetings, actively contribute to projects, and engage in activities that reflect the company’s culture. These efforts will help you maintain visibility and align with the organization’s broader objectives.

How can remote professionals stay visible and position themselves for promotions?

Remote professionals can enhance their visibility and boost their promotion prospects by taking deliberate steps to highlight their contributions and strengthen team connections. Start by setting up regular one-on-one meetings with your manager. Use these opportunities to discuss your progress, share your achievements, and outline your career ambitions. These conversations ensure your efforts don’t go unnoticed.

Another key strategy is to actively engage during virtual meetings and team discussions. Share updates on your projects, propose solutions to challenges, and contribute to team conversations. This not only underscores your value but also helps build rapport with colleagues, fostering trust and collaboration - even from a distance.

Lastly, seek out opportunities to grow. Whether it’s learning a new skill, tackling a challenging project, or volunteering for initiatives that align with your career goals, showing a commitment to personal and professional development can make you stand out as someone ready for advancement.

How can remote employees effectively continue learning and developing new skills in their roles?

Remote employees have plenty of opportunities to grow and sharpen their skills. They can tap into online learning platforms, join virtual workshops, and attend webinars tailored to their industry. By setting specific learning goals and carving out regular time for skill-building, they can ensure steady progress in their professional journey.

For businesses, supporting remote career growth means providing access to training resources, mentorship programs, and chances for cross-functional collaboration. When companies encourage employees to remain proactive and inquisitive, they help create a workplace culture that values ongoing learning and professional development.

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