Only 31% of employees strongly agree that there is someone at work who encourages their development.
Without the opportunity to grow and develop, employees feel disengaged and disconnected. When they see no path forward in their career, their enthusiasm wanes, and so does their performance.
But development isn't just about promotions -- it's about ongoing learning, growth and empowerment. Organizations that strategically invest in development see 11% higher profitability and are twice as likely to retain top talent.
Managers account for 70% of the variance in team engagement scores -- which means that managers must prioritize developmental conversations with their team members. But many lack the training or tools to actively drive engagement through development.
Organizations miss the mark when they fail to integrate engagement and development into one cohesive strategy.
Where Development Efforts Miss the Mark
- Separate engagement and development strategies: Development isn't an extension of engagement; it's an afterthought.
- Lack of clarity among matrixed managers: Unclear ownership of engagement and development leads to misalignment and missed opportunities.
- Limited developmental leadership skills: Without the right skills and resources, managers can't foster meaningful development or engagement.
How Leaders Should Respond
Development is all about employees making meaningful progress in their current role. When employees feel they are growing, they're more engaged, productive and loyal.
The manager is the catalyst for engagement and development. Employees are more likely to learn and grow when they receive immediate feedback that is specific and targeted to their development, which makes managers the perfect people to coach employees and offer them practical learning and growth opportunities.
Leaders can make professional development a key driver of engagement by:
- Prioritizing manager development: Equip managers with the skills and knowledge they need to actively support employee growth, ensuring they are true engagement catalysts.
- Leveraging employees' strengths: Understand what each employee does best, and tie this to learning opportunities that fuel their development and career satisfaction.
- Personalizing recognition: Tailor recognition to each individual's unique contributions and needs, making it authentic and impactful.
- Aligning career goals with development opportunities: Ensure employee aspirations are connected to the learning and growth opportunities that make sense for the employee's career trajectory.
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This content first appeared in our "10 Lessons to Improve Employee Engagement" microlearning email series.
