When an employee feels as though their employer cares, demonstrated by investing in their development, it serves as motivation to continue to work and climb that professional ladder. Humans are naturally ambitious and seeing a clear career path, especially within the company they are employed by, means that there is always another target to strive for.

That’s why, where possible, many businesses prefer to promote from within as opposed to hiring from outside of the company. By giving the opportunity and entrusting one of their own with extra responsibility, not only does that have a positive effect on the member of staff receiving the promotion, but it sends the message that anyone else can achieve the same level of recognition and success.

Training and development initiatives are what provide employees with the tools to take that next step. As well as developing skills and talents appropriate to their role (whilst also potentially being transferrable to other areas of the business), training and development will also have a profound effect on staff confidence levels. This boosted confidence is key for giving staff the impetus and drive to not only chase promotion opportunities but prove that they deserve one, further increasing productivity and business success. 

With the confidence of putting themselves forward for new opportunities, stepping out of their comfort zone and willingness to take on extra responsibilities, employees can reach their full potential. Rather than sitting at a desk for five days a week feeling unchallenged, becoming more and more disengaged as the weeks and months go by, employees would much rather feel challenged and stimulated by the work that they are doing.

Even the best employees can fall into the trap of simply going with the flow and it isn’t necessarily their fault. Much of the blame can lay at the door of the employer, who fails to recognise the talent within the team and/or develop the staff already on their payroll. Sooner or later, those employees will seek employment outside of the company to continue their professional development if they feel those opportunities are not afforded to them where they currently are.

Quite simply, if your company fails to recognise what the goal of employee development is and does not offer anything of the sort, you will lose the members of staff you want to retain and be left with those that are more than happy to get by with the bare minimum. This scenario will leave your business without future leaders, innovators, and drivers, which will ultimately reflect in company results.