Stay on Track: Career Development Spurs Company Growth
According to LinkedIn's Workplace Learning Report, career development is breaking through the ranks of top L&D priorities to become a rising star as organizations begin to look towards 2025.
Just like the Olympic track we've been talking about, career development (when done right) is a spark that can provide the full circle momentum that we want to achieve. As each lap is completed, the baton is passed to the next runner who infuses the race with fresh energy and strengthens the drive of the whole team.
Career Development ➝ Company Growth ➝ Industry Innovation (➝ back to Career Dev)
Rather than thinking about our L&D strategy as a linear timeline that runs from January to December, the key to organizational success lies in fostering a cycle of continuous growth. By investing in the personal and professional development of your employees, companies can catalyze their own expansion. Likewise, the next leg of the race kicks off when a company grows through future-focused innovation, ultimately creating an environment that motivates employees to remain and develop further.
This symbiotic relationship between individual and organizational growth creates a dynamic where both can thrive together.
So how do we ignite the spark of career development into a full-blown sprint? Let's look at what the numbers are telling us:
3 Ways to Leverage Career Development to Spur Company Growth
1. Passion: Employees are excited to embrace the potential of AI.
4 in 5 people want to learn more about how to incorporate AI in their career. That excitement can be used to fuel growth or it can throw unexpected hurdles onto your track. It all depends on whether you have the strategy, training, and support in place to leverage AI in way that feels valuable and nimble, not confusing and cumbersome. If employees can reclaim time from rote daily tasks through the use of AI and be encouraged to innovate by using AI as a sounding board, it's an automatic win for company growth.
2. Incentives: Employees are energized by career progress.
Career development loses its appeal if learners don't have a roadmap for where their development is supposed to be taking them. Employees who set career goals engage with learning 4x more than those who don’t set goals. Incentivize your learners by establishing milestones, celebrating progress, and refining goals along the way to reflect the evolving industry landscape.
3. Intersections: Employees want to want to learn.
Here is our own mini full circle moment: 90% of companies are worried about how to retain their talent. No one's developing and no company is thriving under that kind of strain. What's the number one retention strategy? Learning opportunities. What do employees want to be learning about right now? AI. Put it all together ... Providing AI learning opportunities is a key way for companies to retain their top talent. The desire to learn is innate. If you're feeling like your employees are disinterested in the career development opportunities you're providing, it could just be that those opportunities are geared towards the wrong things. When you can pinpoint the intersection between the input that employees want to have and the output that companies need, you strike gold.
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Has your team started to lag behind? Are you looking for a burst of fresh energy to motivate your learners? Let us help you establish a cycle of continuous growth that will keep your L&D goals, employees development, and company growth on track!
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