“When you stop growing you start dying.” Business leaders like to quote William S. Burroughs when they’re talking about sales targets and new markets, but the adage is equally true for the people hitting those numbers, developing products, and serving customers. Employees need to keep learning and growing professionally to keep from feeling bored, stuck, or disengaged.
Ongoing training ensures staff have the necessary skills to stay productive–a necessary part of every job. However, it’s crucial to pay attention to more than short-term performance. Professional development should also help employees build capabilities that will enhance performance over time and keep employees interested in their work. By actively encouraging staff to learn and grow, managers ensure employees stay engaged. And, by supporting employees’ professional goals, leaders demonstrate that they care about their team’s success, creating a culture that attracts and retains top talent.
Professional Development is Good for Organizational Culture
The best leaders want their employees to grow professionally, ideally within the team or company. To ensure learning and growth get the attention they deserve, inclusive managers have regular career conversations with their direct reports. Asking employees about their professional goals, or career mapping, demonstrates a leader’s commitment to the future success of each person on their team. Career mapping also helps the leader and employee craft a structured, individualized path that considers their unique strengths, ambitions, and potential. Employees who are supported in their goals are more likely to develop strong ties to the organization, enhancing overall loyalty and feelings of belonging.
Professional development is proven to improve employee engagement and retention, while boosting an organization’s ability to recruit top talent. According to a survey from Better Buys, employees who were offered growth opportunities were 15% more engaged and had 34% higher retention rates. In addition, 92% of the respondents rated professional development as important or very important. A Gallup survey echoed those findings, reporting that nearly half of employees would switch jobs for more growth opportunities.
A culture that embraces growth is highly attractive for job-seekers, increasing an organization’s likelihood of recruiting high-quality candidates. In the same Gallup survey, 65% of respondents said upskilling was an important factor when considering whether to accept a new job. Structured development programs also help organizations cultivate a pool of skilled professionals ready to step into leadership roles, ensuring continuity as the company scales.
By cultivating an environment where learning and progression are core values, companies prepare for the future while meeting the needs of the present. The focus on growth drives engagement, helping teams meet challenges with fresh ideas and renewed commitment.
The Leader’s Role in Supporting Employee Growth
Supporting career development requires more than an annual conversation. True progress happens when leaders prioritize ongoing learning as part of every employee’s job description. Here are four ways leaders can create a workplace culture that values growth:
1. Hold Ongoing Career Mapping Conversations
Leaders should initiate regular career conversations with employees, ideally every quarter. These sessions should focus on employees’ goals, recent achievements, challenges, and opportunities for growth. Discussing goals routinely shows employees that the organization genuinely cares about their progress and is committed to supporting their ambitions.
In these conversations, leaders can help employees understand potential career paths within the company, highlight new skills to develop, and recommend stretch projects. When leaders provide this consistent feedback, it builds trust and clarity, making employees feel valued and motivated.
2. Make Professional Development a Priority
Busy schedules often push development conversations aside, but a leader’s dedication to professional development needs to be visible. Allocating time on the calendar for career-focused discussions shows employees that growth is valued at all levels. Managers can encourage their team to spend a designated portion of their work hours learning new skills or exploring certifications relevant to their roles.
Additionally, when leaders prioritize growth during performance reviews or team meetings, they signal that development isn’t an afterthought but an essential part of the company’s strategy. This also helps establish a norm, making personal development as integral to job performance as project deliverables or customer service.
3. Fund Certifications and Training
Financial support for professional development goes a long way in demonstrating a company’s commitment to employee growth. Covering the costs of certifications, classes, and industry conferences is a practical way to support employees’ ambitions. For instance, companies can offer reimbursement for online courses, professional certifications, or in-person workshops, allowing employees to gain knowledge without financial strain.
This investment yields significant returns. Not only do employees bring new skills back to their roles, but they also feel a stronger bond with their organization, knowing the company believes in their potential enough to invest in it.
4. Establish a Formal Mentorship Program
Mentorship programs create connections across the organization, giving employees access to experienced colleagues who can guide them through challenges and milestones. These relationships provide both career insights and networking opportunities, helping mentees learn from those who have navigated similar paths.
Formal mentorship also promotes an inclusive culture by making growth opportunities available to everyone, regardless of background. Employees are more likely to stay engaged and feel fulfilled when they know they have someone supporting their journey within the company.
Building a Sustainable Growth Culture
Creating a growth-oriented culture is an ongoing process that requires intention, commitment, and resources. When leaders actively support career development, they build an environment where employees feel valued, which ultimately strengthens the organization’s success. By adopting practices that emphasize career mapping, professional development, and mentorship, companies can position themselves as industry leaders with a loyal, skilled, and motivated workforce.
Prioritizing employee growth is more than a perk; it’s a powerful strategy that aligns individual ambitions with the company’s goals, fostering a shared commitment to progress. An organization that helps its people grow doesn’t just build careers — it builds a resilient, forward-thinking culture that can thrive in an ever-evolving world.
Amber Keister is a Content Strategist at The Diversity Movement. She has spent more than 20 years as a journalist for publications throughout the South. Connect with her on Linkedin.
