Professional development and staff retention have emerged as organisational priorities in the quickly changing workplace of today. In the last year, 43.3% of employees willingly left their positions, up slightly from 2022, according to iHire’s 2023 Talent Retention Report. This trend underscores the necessity of effective retention efforts, as the most common reasons for leaving include unfavourable work conditions (35.7%) and strained manager relationships (28.9%). Remarkably, just 20.3% of workers quit due to poor compensation, a considerable decrease from 43.4% the year before, demonstrating the growing significance of non-financial considerations in employee retention. Reducing turnover requires addressing these problems through organised professional development initiatives.

This emphasis on growth prospects is supported by research. According to the 2023-2024 SHRM State of the Workplace Report, 53% of organizations prioritize reskilling and upskilling current employees, and over 60% want to put mentoring programs in place to aid in development. Only 21% of businesses, however, thought their employee development initiatives were successful. This disparity emphasizes how crucial it is to fund focused professional development programs in order to improve retention, promote employee happiness, and lower the significant expenses related to turnover.

Here’s what thought leaders say.

Prioritize Intentional Development

There is a developmental principle called 70-20-10. Nothing new, but it focuses on 70 percent on-the-job learning, 20 percent on feedback and coaching, and 10 percent on learning that advances your education or additional certification.

How does this help a career-minded professional succeed? These are strategic moves—not checkers at all. You write out development goals for the year and you make the plan work by looking for ways to fill up the buckets with the gift of exposure. Do you want to be in your winning season? Then plan for development. If you have a leader who is not so astute in this area, look for a mentor, board of director member, or sponsor to help you to amplify the essence of you.

No one gets to have a solid career without the help of others. Denzel Washington paid for Chadwick Boseman’s college. George Carlin discovered a young Garry Shandling, who in turn discovered Adam Sandler. Each year, these items might be the same or evolve. The goal is to be intentional. This is employee-led and orchestrated by leadership as a resource. Take control of your career. Please notice I did not say job.

Tanya Turner, MBA, SHRM-CP, PHR, HR Director, SALTO Systems, Inc

Invest in Apprenticeship Schemes

One of the most impactful programs we’ve introduced to foster professional growth is our apprenticeship scheme. We’ve trained multiple apprentices, offering them both practical, on-the-job experience and formal qualifications. Through partnerships with external providers like Skills UK, apprentices gain certifications while learning directly from experienced technicians. 

This approach not only helps nurture local talent but also enhances employee satisfaction and retention, as they feel deeply invested in their professional development. Our success in this area is reflected in the long-term commitment of our apprentices, who remain with us post-qualification.

Matthew Conway, Managing Director, NDT Group

Offer Personalized Training Plans

One of the most impactful programs we’ve introduced to foster professional growth is our personalized learning-and-development initiative. We offer employees customized training plans based on their career aspirations and skill gaps, including access to online courses, mentorship programs, and periodic workshops led by industry experts. This ensures that each team member has the tools and opportunities to grow in their role, fostering both personal and professional development.

The results have been clear in our retention data—our employee turnover rate has decreased by 15%, and satisfaction surveys show a 20% increase in overall job fulfillment. Employees value the investment in their growth, leading to stronger commitment and higher productivity across teams.

Shehar Yar, CEO, Software House

Embrace Technology-Driven Learning

One of the most impactful strategies any business leader can adopt to foster professional growth is embedding technology-driven learning into the daily operations of their company. By embracing AI tools and providing comprehensive training, leaders empower their teams to operate with heightened efficiency, creativity, and confidence. 

This approach not only enhances individual capabilities but also cultivates a culture of innovation that aligns with the evolving demands of modern business. A key policy is to ensure that all employees are equipped with advanced skills that help them contribute meaningfully while feeling valued, which has a direct impact on retention and satisfaction.

In my own experience, when I launched my app, I made it a priority to train every employee and contractor in using AI tools, like ChatGPT, for content generation, marketing, and overall project management. I remember early on, one of my content creators struggled with scaling output. By introducing structured AI training and showing her how to leverage these tools for brainstorming, drafting, and editing, she not only doubled her productivity but also found new enthusiasm for her role. The transformation was visible—not just in her output, but in her job satisfaction as she began contributing more creatively.

This tech-driven strategy has delivered measurable results. Our employee retention rate rose by 30% after integrating AI learning and productivity programs. People stay when they feel they’re growing, and data doesn’t lie. Survey results showed a 25% increase in employee satisfaction, with most citing empowerment through AI tools as a key factor. The approach enables people to tackle new challenges and solve problems faster, creating a ripple effect across the entire organization.

AI tools, when used correctly, don’t replace human insight—they amplify it. By fostering an environment where professional growth is supported through cutting-edge technology, employees not only stay longer but contribute at a higher level, helping drive innovation and company success forward. The combination of personal development and AI implementation has proven to be a game-changer.

Spencer Christian, Founder, Christian Companion App

Redesign Performance Reviews

Last year, I revamped my team members’ performance review documents to focus on business value-add, proficiency in core competencies, and growth. I asked them to think about the ways they use their strengths to add value, which will help them see that their skills and passions are valued, and they also need to be used strategically to add business value. I also asked them to reflect on how they have improved over the last three months and what they learned, which encourages a learning environment. 

Next, I urged them to look ahead, as I believe performance reviews should unite the past, present, and future. I asked them two ways they aim to use their strengths to add more value in the next quarter and two ways they are working to improve over the next three months (as well as where they feel they need extra support). These questions also convey that reflection and execution are up to them, and I am here to support them and guide them in a way that helps them feel empowered and engaged while also ensuring they are fulfilling their job responsibilities and adding value to the business. 

Shifting their reviews to focus on their reflection on continual growth and learning as well as strength-business alignment has increased their self-awareness, focused their perspectives on ways to add value, empowered them to take initiative in their careers, and supported their career paths in clear, concrete ways that we agree upon and discuss together, clearly and often.

Laura Goldstone, Senior Director of Communications and Branding Strategy

Provide Certifications

The most impactful program we have introduced is a comprehensive training and certification initiative focused on arborist skills and safety practices. By investing in Tree Risk Assessment Qualification and other industry-recognized certifications, we have empowered our team to grow their expertise and advance their careers. This commitment has led to an increase in employee retention over the last two years, as employees feel valued and see a clear path for growth. Additionally, internal satisfaction surveys show a rise in employee engagement and morale. It is a win-win for both the team and the quality of service we provide our customers.

Amaury Ponce, Business Owner, Ponce Tree Services

Implement a Mentorship Program

We introduced a mentorship program where senior employees guide newer team members in developing both technical and leadership skills. This initiative has been instrumental in fostering a supportive learning environment. Since its implementation, we’ve seen a 15% increase in employee retention and a 20% rise in job satisfaction, as reflected in our internal surveys. This program not only boosts individual career growth but strengthens team cohesion, directly impacting overall productivity.

Rene Ymzon, Marketing manager, Advanced Motion Controls

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