What kind of growth opportunities can be offered to data/analytics talent? How do we keep them in the org?

A common misconception in corporate development is viewing it solely as a hierarchical ladder, where advancement is equated with promotions to management roles and corresponding salary increases. This narrow perspective often results in losing valuable technical experts who are pushed into managerial positions they may not be suited for. To foster sustainable growth and retain top talent, companies should establish parallel development paths for technical roles—such as Principal Engineer, Lead Specialist, or Reference Expert—that offer recognition, career progression, and competitive compensation without requiring a shift into management.

Most DS/Analytics people want to upskill. I have found that supporting this to be the most effective growth opportunity as it tells them that we are interested in their growth and future development.