People Insights Model: Growth & Development

Overview

Growth & Development relates to career progression, which is the process of advancing through the ranks, acquiring new skills, and taking on greater levels of responsibility. This often occurs through opportunities such as promotions, lateral moves, and acquiring additional skills or qualifications through stretch tasks or job rotations. It is also enforced through the relationship with one’s manager, who can serve as a coach by providing feedback and support. Employees who have opportunities for growth and development often tend to be more engaged, and organizations that provide opportunities often have a competitive edge in attracting and retaining talent. 

Perceptyx Research and Insights

• Happy at Work, Happy in Life? How Career Fulfillment Transforms Lives (Dec 2024):

  • A fulfilling career creates ripple effects across all aspects of life, impacting day-to-day health and well-being, organizational contributions, and long-term life satisfaction.

  • Among the 10 identified career fulfillment attributes, research shows employees with 8 or more attributes are 2.6x more likely to report life satisfaction and 3x more likely to say they would choose the same career again.

• How Employee Listening Can Drive Growth & Development Initiatives (Oct 2024):

  • When asked about obstacles to their professional development, employees consistently cite "time" as the primary barrier. This sentiment isn't limited to individual contributors; managers also struggle to find time for their own growth, let alone supporting their team's development.

• Some manager-level strategies for facilitating employee development include: establishing clear team priorities, hosting regular career discussions, and practicing weekly capacity planning to name a few. 

Key Action Planning Considerations

When addressing employee feedback on growth and development, managers should focus on supporting career progression, equitable opportunities, and skill development to help employees thrive. Below are key considerations for managers:

• Providing Visible Career Opportunities: Collaborate with employees to create clear career progression plans, including internal mobility options and pathways to advancement, while regularly communicating available opportunities within the organization. Providing visibility into career paths helps employees envision a future with the company, boosting engagement and retention.

• Ensuring Equal Access to Career Success: Conduct regular reviews of promotion and development processes to ensure equity and implement mentoring programs to support underrepresented groups. Ensuring fair access to opportunities builds trust, supports diverse talent, and fosters an inclusive and innovative workplace.

• Providing High-Quality Training: Understand current training program satisfaction by gathering employee feedback to identify gaps and areas for improvement, then collaborate with HR or learning teams to enhance content, delivery methods, and accessibility. Addressing deficiencies ensures training meets employee needs, boosts confidence in their roles, and drives better engagement and performance.

• Optimizing Role Alignment with Skills: Regularly discuss performance to identify underutilized skills and explore ways to align employee strengths with organizational needs. Leveraging employee skills enhances job satisfaction and improves individual and team performance outcomes.