Providing Growth Opportunity
When top performers leave a company, the most popular comment they make is, “I just didn’t see the right opportunities here.” Most engagement research shows that learning opportunities, professional development, and career progression are among the top drivers of employee satisfaction.
Employees under the age of 25 rate professional development as their number one driver of engagement, and this is the number two priority for workers up to age 35. As employees get older, their focus on development shifts away from mobility and upward progression in favor of aligning a job with long-term career goals.
Opportunities For Growth
Companies with high engagement provide developmental opportunities, both formal and informal, that let people learn on the job, take developmental assignments, and find support when they need help. They design effective onboarding and transition management programs, develop a culture of support and learning, and give people time to learn.
Facilitated Talent Mobility
Employees want to feel that they are growing and can take on new assignments in their chosen area. High engagement companies support and facilitate internal mobility, giving people the freedom to try something new and move from a role where they are highly productive to one where they may be a trainee again.
“Organizations with a strong learning culture are 92 percent more likely to develop novel products and processes, 52 percent more productive, 56 percent more likely to be the first to market with their products and services, and 17 percent more profitable than their peers. Their engagement and retention rates are also 30–50 percent higher.” ~ Deloitte Study on Engagement 2017
Learning, Development and Mobility
In high engagement companies, management and leadership behaviors and rewards shift to alignment with learning, development, and mobility. Developing people, moving people into the best role, and keeping retention drive high engagement levels.