Providing Growth Opportunities

Cathie Leimbach • May 3, 2022

87% of millennials strongly prefer jobs that offer them opportunities to grow, yet only 40% of employees indicate their workplace has offered them opportunities to learn and grow in the past year. They want to get better at their current job, prepare for their next workplace position, and equip themselves to be successful in all aspects of life in our fast-changing world. If you don’t provide opportunities for employees to be lifelong learners, they will be less passionate and engaged at work, reducing the organization’s success.


And, don’t think you are saving money by not investing in employee development. 65% of currently employed people are looking for another job. 25% of employees changed jobs last year. 30% of new hires quit within 90 days. Once someone is working within a company, they experience its culture and growth mindset, or lack thereof. When the environment doesn’t feel like a right-fit for them, they are on the lookout for potentially better opportunities.


Many people are looking for diverse growth opportunities, not just formal training programs, so continuing education doesn’t have to be a big budget concern. Here are some possibilities:

  • Formal group training
  • Coaching to support the implementation of training content
  • Mentoring by a more experienced person in their role
  • Mentoring by someone in another role in the company
  • Job shadowing someone in another part of the company
  • Working on a group project for the company
  • Working on a community service project with others within the company or beyond the company
  • One-week job exchange or transfer to experience another position within the company for which they have most of the necessary skills


To determine which opportunities are most appropriate for an employee, ask them what knowledge or skills they would like to learn. Suggest 2 or 3 possible options and let them choose, or simply ask them how they think they might be able to fulfill that desire.


At performance review time, ask employees to set a personal growth goal and help them get access to the necessary resources.

The world around us is changing quickly. You and your employees need to change to keep up. Help your employees fulfill their desire for growth opportunities and your company will be a winner.

Leaders Who Help People Thrive

By Cathie Leimbach • July 28, 2026
From uncertainty to confident, supportive leadership conversations

The Workplace Has Changed. Has Your Leadership?

By Cathie Leimbach • July 21, 2026
There was a time when many employees expected to spend most of their careers with one organization. Job security, pensions, and long-term loyalty often kept people in the same company for decades. Today's workforce thinks differently. Millennials and Gen Z expect to build careers—not necessarily with one employer. If they don't see opportunities to learn, grow, contribute, and advance, they'll find them somewhere else. Research consistently shows that younger employees are looking for more than a paycheck. They want managers they trust, meaningful work, opportunities to develop, flexibility when possible, and a workplace where they feel respected, supported, and heard. Gallup reports that 87% of Millennials say professional development is important to their job satisfaction. Combined with growing expectations for work-life balance and a positive workplace culture, it's no surprise that organizations relying primarily on compensation to retain employees continue to struggle with turnover. The encouraging news is that leaders influence most of what keeps people engaged.  Managers who hold meaningful conversations, clarify expectations, recognize contributions, coach for growth, and genuinely care about their employees create workplaces where people want to stay. They build trust, strengthen engagement, and help employees grow, succeed, and see a future with the organization. Today's retention isn't driven by job security or loyalty alone. It's driven by a workplace experience where employees are growing, supported by leaders they trust, and confident their contributions matter. Download our Retention Conversation Guide to discover practical ways to strengthen trust, engagement, and retention—one leadership conversation at a time. Conversation is where leadership happens.