When we think about career growth, we often imagine promotions, new job titles, or a step up the corporate ladder. But in practice, career development is much broader, and for growing organizations, it should be much more intentional.
Career growth benefits not only the employee, but also it strengthens the business by retaining knowledge, building loyalty, and sharpening skill sets that are expensive to replace. Too often, however, it’s viewed as a chore to move an employee to a new role rather than as a means of strengthening the organization.
At HR Experts on Demand, we work closely with business owners and leadership teams to reframe how career development is built into everyday operations.
Here’s what we want more businesses to understand:
Career Development Isn’t Just for Big Companies
Small to mid-sized businesses often assume that career development is a “luxury” reserved only for larger organizations. However, supporting employee growth doesn’t require a massive budget or a dedicated training department. It simply requires intention.
Creating development opportunities can be as simple as:
- Offering cross-training in other departments
- Encouraging lateral moves that build new skills
- Starting mentorship pairings within the current team or with a different team
- Creating project-based leadership opportunities
What matters is having a plan—one that is communicated clearly to employees. We’ve helped many businesses develop customized career growth strategies tailored to their size and structure, often utilizing tools like DISC assessments and other insightful aids.
People Want Growth—Not Just Promotions
Most employees want to see growth in more areas than their salary. Employers who offer opportunities for internal growth see higher employee engagement. In fact, 80% of employees feel more engaged when they have access to learning and development opportunities (LinkedIn Learning, 2023 Workplace Learning Report). Are your employees learning new skills, becoming more capable, and being trusted with more responsibility?
That’s career growth, too—and it’s within reach for most companies, regardless of size.
People need structured feedback, goal-setting support, and someone who notices when they’ve grown. Leaders who know how to support that kind of development—formally or informally—create far more engaged teams.
You Can’t Support Career Growth Without Listening First
This is a piece that’s often missing. Before rolling out a development plan or mentorship program, employers need to start by listening:
- What are your employees’ aspirations?
- Where do they feel stuck?
- What support would help them thrive?
We offer on-site HR office hours, where we often uncover valuable insights simply by being present and accessible. Employees don’t always feel comfortable bringing their goals directly to a manager. Sometimes, it takes a neutral third party—an HR partner who knows the culture but isn’t “the boss”—to surface those conversations.
When You Prioritize Growth, You Improve Retention, Too
Oftentimes, people leave when they don’t see a future for themselves. We’ve seen firsthand how embedding career development into the employee experience leads to:
- Higher retention
- Increased internal mobility
- Stronger leadership pipelines
And when done well, it also leads to a more resilient and confident workforce—one that adapts to the changing business landscape because transferable skills are put to work throughout the organization.
Supporting career growth doesn’t have to mean building a formal or expensive “development program.” It can start with a simple conversation between a manager and an employee about their goals.
If you’re looking to make career development a more intentional part of your business—but aren’t sure where to begin—know that there are HR strategies that can support your efforts, even if you don’t have an internal HR department. Ready to take the next step in growing your employees? Let’s chat!
Source: LinkedIn Learning. (2023). 2023 Workplace Learning Report. Retrieved from https://learning.linkedin.com/resources/workplace-learning-report
