Climbing the corporate ladder, with regular promotions, has traditionally been most employees’ ambition, however increasingly individuals are focussing on skill development alongside meaningful work experiences. Upskilling, work-life balance, fair pay for increased responsibilities are several areas being increasingly prioritised ahead of promotion potential.
The world of work has been changing with the impact of economic and political uncertainty, automation and AI. Employees want to future proof their ongoing skills development, alongside work-life balance and purpose-driven work. According to research by Deloitte 89% of millennials and 86% of Gen Z state that it’s ‘very’ or ‘somewhat important’ to their overall job satisfaction and wellbeing. Trust is now central to positive workplace culture, personalised benefits, career growth support, and inclusive cultures are all important to achieving that trust.
For those who the additional pressure and stress of a promotion is not of appeal, offering alternative development routes such as lateral moves, projects and access to ongoing learning will support individuals’ ongoing professional growth, whilst recognising their contributions.
Whether individuals are hungry to climb the corporate ladder, or seek development in other ways, it highlights the importance of ongoing, regular tailored career development support by employers, in turn meeting future talent needs for the business by an engaged workforce.
Ongoing employee development opportunities could include:
Skill-focussed development – This starts with employers identifying the key skills needed both now and, in the future, and then opening up opportunities for employees to develop in these areas. Communicating the vision for the business, coupling this with getting feedback from employees on the areas they are interested in upskilling such as AI will create interest for employees who in turn will be more engaged as they will see their opportunity to contribute to the business’ longer-term future.
Flexible career pathways – tailored to the aspirations and strengths of an employee – encouraging learning of new skills, getting involved with projects, undertaking secondments to different teams or departments. This will help widen their skills, build their strengths and highlighting areas of interest that they may not have been aware of previously.
Mentorship and coaching – can provides an excellent opportunity for employees to get support and guidance, potentially a more objective, wider viewpoint if from an individual outside of their day to day team or network.
Recognition – celebrating the wins big or small encourages a growth mindset culture, and improved employee engagement. This may be particularly helpful with a hybrid workforce where individuals’ contributions may not be as visible/spoken about.
