Employee Development: How the Best Companies Develop Better Employees

Employee development strategies

Developing great employees is a multifaceted task. However, much of this endeavor starts by addressing your team’s personal and professional development. In any industry, professional development opportunities and personal fulfillment are crucial elements of career satisfaction. Any organization that works hard to foster these elements will enjoy the rewards of motivated, self-starting, hardworking employees.

Here are five ways to start developing your employees and creating the best workforce possible.

1. Prioritize professional growth and development.

Offering professional development opportunities is one of the most significant factors in developing a great workforce. These opportunities can take many forms:

• Training seminars and workshops
• Continuing education classes
• Professional certification courses
• Conferences and networking events
• Mentorship programs
• Cross-training in different departments

Workplace-based development programs are particularly effective for engaging employees. Additionally, research shows that employees who lack development opportunities often feel they aren’t reaching their full potential, highlighting the critical need for structured learning programs.

Prioritizing professional growth will help you earn employee loyalty and boost retention. If workers feel their professional goals are being supported, they’re likely to stay around longer and accomplish more while they’re with your business. Employees may quit when they feel boxed in and stifled. In contrast, consciously embracing employee professional development will benefit your team and your operation.

2. Encourage autonomy and decision-making.

If you want to develop excellent employees and retain them long term, you must believe in them — and that means giving them the autonomy to make their own decisions. Instead of micromanaging your team, build an empowered employee culture where team members have all the tools and support they need to handle their responsibilities. Of course, they must still follow your general business rules and guidelines, but they should be able to manage their projects and daily tasks their way.

Challenging employees with new projects and encouraging autonomy can help your workers build their skills and expertise. This is crucial for fostering innovation and developing business leaders. Encouraging employee autonomy can also help you improve employee retention because your staff will know their talents are valued and respected.

3. Support employee well-being and work-life balance.

Sustaining an excellent workforce requires supporting your employees’ mental and physical health and well-being. Your employee benefits package should go beyond health insurance and retirement plans. Consider the following ways to support your team:

• Offer flexible work schedules or remote work options.
• Create a supportive work environment that reduces stress.
• Encourage time off and respect boundaries around work hours.
• Provide mental health resources and employee assistance programs.
• Offer wellness programs, gym memberships or other health perks.

3. Implement creative perks and benefits.

In addition to fostering a culture of individual growth and support, many businesses supplement employee development efforts with extra perks and fringe benefits to stand out. Such benefits will make your workplace a more desirable destination — a place where team members feel supported and develop a sense of belonging. As a bonus, offering creative perks will boost your recruitment efforts and help you stand out when vying for top talent.

Some businesses focus on perks that help reduce productivity-killing workplace stress, which is becoming an epidemic. Businesses can address workplace stress by focusing on dedicated spaces for employees to relax, refocus and re-energize. For example, meditation rooms are a holistic way for employers to provide a wellness-based workday. Other health perks like standing desks, ergonomic workstations, yoga classes and access to athletic facilities can encourage an atmosphere where wellness is a priority. These perks help foster healthier employees and characterize your workplace as a place where worker happiness is valued.

5. Create recognition and feedback systems.

While perks will help your team thrive and attract talent, your business must provide a solid foundational ethos of growth and teamwork to truly develop better employees. Implementing employee recognition plans is an excellent way to accomplish this while encouraging stellar performance and increasing retention.

Everyone likes to know when they do something well, but too many of today’s employees feel unappreciated. The best businesses implement employee recognition plans to reward staff for excellent performance and important milestones. These efforts show employees that you notice and appreciate their work.

Feedback is another crucial method of employee recognition. Foster a company culture of clear, consistent feedback and regular one-on-ones to ensure your staff is on track to meet their goals. Providing informal feedback at random intervals and implementing continuous performance management are other ways to recognize employee performance and encourage good behavior.

Employee development industry trends

The employee development landscape is undergoing rapid transformation in 2025, largely fueled by technological innovation and evolving workforce expectations.

AI-powered learning platforms

One of the most significant advancements is the rise of AI-powered learning platforms. These tools are reshaping traditional training by offering personalized learning paths that adapt to an individual’s skill level and learning preferences. Features like real-time performance tracking, adaptive content delivery, and predictive analytics allow organizations to proactively address skill gaps before they hinder performance. AI tutors and virtual mentors also provide employees with 24/7 support, creating interactive, conversational learning experiences that feel intuitive and engaging.

Remote and hybrid work considerations

The shift toward remote and hybrid work has also redefined how companies approach development. Hybrid training models, which blend in-person and digital instruction, are proving effective in meeting the diverse needs of today’s workforce. At the same time, cloud-based learning management systems (LMS) have become indispensable tools for delivering consistent, scalable training across geographically dispersed teams.

Generational differences in development preferences

Generational differences are another key factor influencing development strategies. Gen Z employees, in particular, are highly motivated by opportunities for learning and career growth. As a result, organizations seeking to attract and retain young talent must prioritize meaningful development offerings. However, despite widespread recognition that AI will significantly shape the future of work, many companies still lack formal training programs focused on AI-related skills. To address both generational needs and changing workplace dynamics, businesses are increasingly turning to microlearning – short, focused learning modules that support just-in-time training and cater to the preferences of modern learners.

How the best companies prioritize employee growth and development

What the best companies do to develop and retain great employees isn’t rocket science; it can be emulated by companies of any size in any industry. It takes dedication, conscientiousness and creativity.

Here are a few examples of how top companies invest in employee growth and development:

• Amazon: Amazon has several employee training programs, including the A2Tech program, where frontline employees undergo technical training. The program aims to allow lower-level staff members to hold higher-paying technical roles they wouldn’t typically be hired for without a college degree. This is an excellent example of upskilling your employees to retain them long term.
• Chipotle: Chipotle’s Cultivate Education program offers comprehensive educational benefits to employees, including debt-free college degrees in fields like agriculture, culinary and hospitality through partnerships with accredited universities. After just 120 days of employment, eligible employees can pursue undergraduate and graduate degrees with 100 percent tuition coverage for select programs, or receive up to $5,250 annually in tuition reimbursement for other qualifying programs through their partnership with Guild Education.
• Paychex: This company uses a multifaceted approach to ensure employees can learn throughout their careers. It offers a combination of training options, including virtual and in-person training, more than 300 training videos and gamified learning. It uses AI to provide personalized course recommendations based on each employee’s job, interests and learning course history.
• Hilton: Hilton’s LAUNCH program takes promising new employees and provides them with 24 months of immersive training, hands-on exposure to all aspects of the business and mentorship. With training in general hospitality, technology and key corporate functions, the program aims to develop the company’s future leaders from within its employee ranks.
• Cisco: This tech company takes an innovative, skills-based approach to employee development that emphasizes internal mobility and experiential learning. Through rotational programs, job swaps, and internal postings, employees are encouraged to explore roles beyond their day-to-day work and align their careers with their strengths. Cisco follows the 70-20-10 development model, which consists of 70 percent experiential learning, 20 percent peer interactions and 10 percent formal education.

The best way to develop your employees will be unique to your business, but these ideas will help you get started. A great workforce stems from thoughtful, purposeful leaders who prioritize employee well-being. It’s up to you to make your own workplace a great one, but it all begins with purpose.

Jennifer Dublino contributed to this article.