7 ways to build professional development programs employees want

Employees want to grow. But too often, professional development programs miss the mark. They feel disconnected from real work, hard to access or irrelevant to what employees need.

If you want development efforts that engage employees and drive business results, focus on these strategies.

1. Connect development to most pressing business priorities

When employees see how growth supports company success, they engage more.

• Map development to business goals and team objectives.
• Highlight how skill-building helps employees contribute in meaningful ways.

2. Give employees a say in shaping their development

Ownership fuels commitment.

• Let employees set growth goals and choose learning paths.
• Offer options like stretch assignments, mentoring and cohort-based learning.

3. Use real-world practice to build confidence

Skills stick when people apply them.

• Include AI Simulations so employees can practice in realistic scenarios.
• Pair learning with on-the-job projects that reinforce new skills.

4. Make growth paths visible and actionable

Clarity keeps people motivated.

• Share clear progression paths tied to skill development.
• Provide tools for employees to track progress and plan next steps.

5. Train managers to support development

Managers play a key role in helping employees grow.

• Teach managers to have meaningful growth conversations, not just performance check-ins.
• Recognize and reward managers who help their teams build skills.

6. Build development into daily work

Development shouldn’t feel separate from the job.

• Integrate learning opportunities into everyday workflows.
• Encourage peer learning and cross-functional collaboration as growth opportunities.

7. Track impact and adjust as you go

Programs that don’t evolve lose value fast.

• Measure how development efforts connect to retention, performance and business outcomes.
• Use feedback and data to refine your approach over time.

Professional development should fuel growth—for employees and the business

When you design programs that connect to real work, empower employees and support managers, development stops feeling like a chore.

It becomes a driver of motivation, performance and retention.

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