Why Your Org Needs a Career Development Program—and How to Do It Better

Career development is about improving skills, gaining experience, and growing as a professional. It’s a vital undertaking for employees, but savvy employers know it’s valuable to organizations by creating career growth opportunities for employees. Below, we’ll explore the value of career development programs, how to build one, and how to make it even better. Additionally, you'll find some career development programs examples.

Why do we need career development?

The reasons are many, but the short answer is this:

Career development can deliver game-changing benefits for employees and employers alike. 

Why employees need career development:

• Advancement and earning potential. A career development plan offers workers a path toward progress and upward mobility.  
• Job security. Continuous learning and skill growth make employees more valuable to their employers, lowering the risk of layoff. It also makes workers more resilient within the larger economy.  
• Satisfaction and fulfillment. Development allows employees to pursue interests and grow skills, contributing to a greater feeling of satisfaction. According to the 2024 Strategic Education Inc. (SEI), Consumer Survey, 

93% of U.S.-based full-time employees agree that learning new skills keeps them motivated at work.  

Why employers need career development:

• Recruitment, engagement, and retention. Companies with strong development programs can be more attractive workplaces with more loyal and satisfied employees. A 2022 survey by Amazon and Workplace Intelligence found that employee development is key for attracting talent: nearly 90% of respondents said strong skills development programs (87%), ample career advancement opportunities (88%), and paths to different career tracks (87%) were important when considering a new job.  
• Organizational performance. When employers invest in development, the level of skill grows across the organization—driving improvements in performance. According to a recent survey by SEI, 91% of business leaders agree that tuition assistance benefits programs can upskill their workforce, which gives organizations a competitive advantage. 
• Talent and leadership pipeline. By developing their own people, organizations can secure their talent pool for the future.  

What is an example of a development program?

It’s clear that organizations need an employee development program, but what should it look like? Here are some common employee career development plan examples: 

Skill development program. This is about upskilling your workforce in areas like programming or data analysis, or soft skills like communication and collaboration. Currently, 74% of U.S.-based full-time employees report their current employer provides and/or supports opportunities for upskilling, according to the 2024 SEI Consumer Survey.  

Leadership development program. This approach is about preparing future leaders. This might include formal training, hands-on leadership experiences, and coaching.

Cross-functional development program. With this approach, organizations seek to build a more adaptable and collaborative workforce. This may include stretch assignments, cross-departmental projects, or job rotations.

How to create a career development plan for employees

Your career development programs for employees operate on an organization-wide level.

But when it comes to individual employees, it’s all about creating a personalized plan.

Here are helpful steps to get there:

1. Identify employee goals. Get clarity on where the employee wants to take their career. 
2. Assess skills. Evaluate the employee’s level of skill, whether through performance reviews, formal assessments, or observation. 
3. Set SMART goals. Lay out Specific, Measurable, Achievable, Relevant, and Time-bound goals related to employee skill gaps or areas of strength to build on. 
4. Monitor and adapt. Set regular reviews and check-ins to track employee progress. Update the plan as goals or circumstances change.  

How to improve career development in an organization

In a future of accelerating change and competition, career development programs in companies are more important than ever. Your organization can optimize its development program in a variety of ways, including the following:

Get personal. Successful employee development is personalized. Make sure your overall program allows for individual planning. 

Keep on learning. Whether it’s through in-house programming, tuition reimbursement, or third-party training, your people need opportunities for continuous learning. According to the 2024 SEI Consumer Survey, 91% of U.S.-based full-time employees believe employers should invest in employees’ continued education.  

Create clear paths. At every level, clearly identify what advancement looks like—and the steps to get there. 

Break down silos. Help employees explore roles and opportunities outside their department. Establish cross-functional collaboration to expand employee perspectives.  

Make the most of mentors. Your experienced employees are a powerful source of insight and advice for younger workers. Tap into this resource through mentoring and coaching partnerships. 

Power up your employee development program

Looking for ways to get more out of your development efforts? At Workforce Edge, we partner with organizations to deliver employee upskilling and education programs that can make a difference in employee recruitment and performance and support retention.

Want to see how Workforce Edge can deliver on your employee development program? Let’s talk.