In leadership, it can be difficult to figure out how to approach professional growth in the workplace. Is it necessary? Should it be mandatory? Are we wasting money just to check boxes? Perspectives on this vary widely, and determining the right approach can feel like a task in itself. But the reality is, professional development is so much more than a box to check; in fact, it is essential to the growth of your company as a whole.
Let’s face it: it’s human nature to want to grow. Babies don’t learn to walk and talk because you tell them to — they absorb the world around them through an innate desire to better their own capabilities. And while you’re probably not scratching pencil marks on walls to measure your growth anymore, the desire to want to become bigger and better versions of ourselves follows us throughout life, with talent development being no exception.
While you could wait for employees to come to you with ideas and requests for their professional growth, it’s actually much more beneficial for you and your business to develop professional growth practices from the jump.
In fact, the Achievers Workforce Institute (AWI) found that 85% of workers want a coach, but only 17% know how to find one, which is why mapping out the road to your employee’s growth is key to business success. So, if you’re striving for more than a half-baked business, take a look at these five key ways to promote professional growth:
When we say build it into the culture, we’re not talking about saving space for a pretty wall of certificates. Learning and growing should be so integral to your company that it’s seen as part of the foundation of who you are.
There are countless ways to achieve this, but to make it simple: normalize it. Lead by example. Set aside time and space to upskill and reskill — and encourage your employees to do the same.
By allowing employees time for growth within the work week, they can keep their skillsets relevant while also feeling more engaged and productive at work.
Now ask yourself this: what isn’t possible with a company culture built on employees striving to better themselves and apply new skills at work?
Recognizing these efforts is a vital part of creating that culture. Take time to acknowledge the work that goes into self‑improvement. Build feedback loops, hold performance reviews, and offer public acknowledgements — all while normalizing conversations around career growth.
After all, you can’t spell recognition without cognition. Acknowledge the brainpower professional growth requires.
Let’s face it: employees aren’t made with a cookie‑cutter — and you wouldn’t want them to be either. Each person brings their own strengths, passions, and potential. That’s why opportunities for professional growth can’t take on a single shape or form.
By diversifying growth opportunities, you unlock hidden treasures within your company. Coaching, stretch assignments, and cross‑department collaboration are powerful ways to help employees grow and discover new skills. These experiences don’t just benefit individuals — they strengthen relationships across teams and create a more cohesive business.
It’s also worth remembering that the experts don’t always live at home. External learning matters too. That could mean allowing time off for courses, offering stipends, or supporting certifications as long‑term investments in your organization.
Yes, these investments require resources. But they always pay off. Employees who feel supported in their development bring back loyalty, creativity, and energy. They’re more engaged, more innovative, and more committed to the organization’s success.
When you invest in your workforce, it always nets out positive.
The idea of psychological safety is simple: employees should feel safe to share ideas, express opinions, and admit mistakes without fear of punishment or humiliation.
Sounds easy, right? Yet AWI research found that only 24% of employees report feeling psychologically safe at work.
But the best things come with bold actions. Growth happens when the status quo stops being good enough — when people aren’t afraid to take risks.
For a company to grow and reach its full potential, people need to feel safe in taking risks, sharing ideas, and expressing curiosity. That often means making mistakes with the intention of learning.
Vulnerability is essential to growth. The “roadmap to success” is rarely the only path forward. Mistakes are part of the discovery process.
When employees question “the plan,” it’s not undermining leadership — it’s an opportunity to gain insight from new perspectives. This mindset, too, must be built into the culture.
Employers should create opportunities for voices to be heard and applauded. The employees who seek greater potential for the organization by asking questions deserve recognition.
Check in with employees throughout their career and learning journeys to understand their frustrations, aspirations, and experiences. And remember: whatever feedback you receive isn’t criticism. Hidden in those words are hints and tips for building the true roadmap to your company’s success.
Imagine if Leonardo da Vinci had been told to “stay in his lane” as an artist. Or if Marie Curie had accepted that women couldn’t attend university in Poland and simply called it quits.
Humans are complex. Our interests are multifaceted. And often, we’re on a lifelong journey to find the best ways to contribute and develop our skills.
That’s why professional development can’t just focus on a “copy/paste” skillset or take a one‑size‑fits‑all approach.
By widening the scope of available skillsets and allowing employees to explore new interests, you create more well‑rounded team members. This also fosters deeper collaboration between employees and departments — and contributes to overall organizational success.
At any given moment, your organization is sitting on a wealth of undiscovered information, soft skills, and potential within your people. So why not uncover it?
Show employees that there are many pathways to success. Build career ladders, offer lateral growth options, and provide opportunities for transitions.
Recognize the spectrum of skills already at your fingertips. Because if you don’t give employees opportunities to grow, it will cost far more to replace them later.
So how do you bring these newly developed skills into action?
It doesn’t need to mean an overnight career change or an instant promotion. What’s more important is having transparent communication with employees about what career growth actually looks like.
As new skills develop, employees also need opportunities to use them. That could mean applying learning in day‑to‑day tasks, refining skills through projects, or sharing insights with colleagues after training sessions. The key is to make sure opportunities to put skills into practice are always present.
Feedback should also be built into this process. Encourage managers to comment on skills application and give employees space to express their growth goals — especially in performance reviews.
And remember: trying new things can feel vulnerable. Employees who take those leaps deserve recognition. Publicly acknowledge their successes and their efforts to apply newly developed skills. It should be at the very top of your to‑do list.
At Achievers, we know that what gets recognized gets repeated. Visibility and recognition of professional growth embed it into workplace culture.
Your community feed is the perfect place to highlight development opportunities — from employee resource groups to collaborative activities. Cross‑functional connections also help uncover hidden skills and interests within your workforce.
Monthly connects and feedback surveys ensure employees know what’s possible and can share what they need.
Professional growth doesn’t need to be complicated. Like a plant, employees simply need the right space to grow — and the results can be limitless.
The AWI skills gap report will help you discover how to close critical gaps in your workforce today
Download the 2025 State of Recognition Report and learn how recognition can drive professional growth across your workforce
Professional growth is the ongoing development of an employee’s skills, capabilities, and confidence — both in their current role and as they prepare for future opportunities. Professional growth includes learning, mentorship, recognition, and experiences that empower individuals to thrive. Growth is not just upward; it’s also outward and deeper, contributing to a stronger, more engaged workforce.
The responsibility for professional growth is shared by both employees and employers. Employees bring the curiosity and initiative, while employers provide the environment, tools, and encouragement to support that growth. At Achievers, we believe companies must actively create cultures of development — where learning is valued, feedback is ongoing, and achievements are recognized.
Professional growth should happen both during the flow of work and, if desired, in personal time. While employees can supplement growth on their own, employers must integrate learning and development into the workday — through mentorship, stretch assignments, recognition, and opportunities to collaborate.
Yes, professional growth can absolutely happen without a promotion. Growth isn’t limited to title changes — it includes gaining new skills, leading initiatives, receiving recognition, and expanding influence. Companies should create multiple pathways for development so employees can feel a sense of progress and purpose, even when a promotion isn’t immediately available.
Written by
Laura Casselman
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