When companies invest in professional development, they cultivate happier, more engaged teams, with enhanced skills and lower turnover rates.
When employees feel valued and supported, they are more likely to be productive, engaged and loyal. They want to experience progress, learn new skills, and contribute meaningfully to the companies for which they work. On the other hand, experiencing stagnation can lead to disengagement and high turnover.
At HIT Training, we’re proud of our commitment to employee development, which not only fills important skills gaps, but also enhances our company culture.
Since launching our People Development Framework in January 2024, everyone – including our board of directors – has participated in regular refresh days to keep their skills up to date. Plus, as a thank you for their hard work, each team member gets a paid volunteering opportunity to support a charity they care about.
In 2024, we were awarded a Princess Royal Training Award to recognise our commitment to investing in our people. Work-based learning and continuous skills development play a key role in nurturing talent and creating a skilled workforce. We offer a range of training programmes that support employees at all stages of their careers, helping them build competencies for current and future roles. So, how can businesses ensure they offer meaningful career development for all employees, from new recruits to senior leaders?
Establishing clear career paths
Employees need to understand the different roles available, and the skills or qualifications required to move up. When there’s a clear structure, it’s easier for them to picture their future within the company.
For employees at all levels, this means creating a roadmap for their journey, showing how they can progress from their starting point to exciting new opportunities. Setting milestones along the way helps them to see how their training connects to future roles, encouraging them to invest in their development.
It’s also important for businesses to provide detailed job descriptions. These should highlight the skills and experience needed for each role, allowing employees to spot areas for improvement and set meaningful goals for their growth.
Continuous development
Learning shouldn’t stop after onboarding. Continuous learning is critical to keeping employees at all levels engaged. HIT’s apprenticeships and training programmes offer workshops, group debates, discussions and training sessions, to keep employees updated on industry trends, technological advancements and best practices.
Skills-based learning is even more crucial in today’s fast-evolving workplace. Offering additional opportunities, such as soft skills training, mentorship, and personal development initiatives, can make a significant impact on staff engagement. This approach prepares employees for new roles and helps them become well-rounded professionals.
“How can businesses ensure they offer meaningful career development for all employees, from new recruits to senior leaders?”
Furthermore, encouraging self-directed learning empowers employees to take charge of their growth, while aligning with the company’s goals, boosting job satisfaction and creating a more motivated team.
Celebrating success and achievement is fundamentally important. HIT Training holds an annual event to celebrate employee achievements, encouraging employers to recognise their staff’s successes.
Create a culture of mentorship
Mentoring allows employees to learn from experienced colleagues, receive guidance, and build confidence to take on new challenges. When a company has a strong mentorship culture, it clearly demonstrates commitment to their employees’ success. Mentors offer employees industry insights, practical advice and personal support, helping them feel confident about their future. A successful mentoring programme bridges the gap between education and real-world experience.
Experienced staff also benefit from mentorship. Employees at all levels can learn from mentors in different roles, getting ready for leadership positions. Mentors themselves benefit from developing their coaching skills, which can help advance their careers into management.
Cross-departmental experience
Gaining exposure to different departments can help employees understand how an organisation operates at every level, making cross-departmental collaboration or temporary secondments beneficial for developing new skills and discovering interests.
Seeing how different departments collaborate gives employees the chance to develop a well-rounded skill set while exploring various career paths within the company. This experience also helps identify their individual strengths, ensuring they find roles in which they can truly thrive.
Cross-functional experience also enhances employees’ problem-solving and critical thinking skills, which are essential for future leadership roles.
Provide regular feedback
Regular feedback is essential for career development. Employees need to know how they are performing and where they can improve. Constructive feedback, along with recognition for achievements, helps them feel valued and motivated.
Apprenticeships encourage structured reviews and reflections on skills, knowledge and behaviours with trainers and line managers. Personal development plans help map out future opportunities and show how apprentices can make a positive impact through their final assessments.
Annual or bi-annual performance reviews provide opportunities to discuss career goals and training needs, allowing businesses to identify potential candidates for development programmes.
Promote internal mobility
Promoting from within boosts employee motivation and helps to retain top talent. When employees see clear opportunities for advancement, they are more likely to stay and grow with the company.
For all employees, internal mobility is essential for motivation and retention. Once they complete their training, having clear pathways for further progression shows a company’s commitment to their growth and provides job security.
Mike Worley has worked for HIT Training since 2006, becoming operations director in August 2013. During the pandemic, he oversaw the transformation of HIT’s apprenticeship programmes. He now chairs the learner board, and develops and mentors HIT staff. He is a Fellow of the Institute of Hospitality and a member of the Institute of Directors. HIT Training was runner-up for the Leadership Excellence (Organisation) Award 2024.
This article is adapted from a feature first published in the winter 2024 issue of Edge.
