Provide development opportunities or risk losing your best employees

Are we heading for another job market shake-up in 2025? According to The Global Payroll Association, yes we are.

Their recent study found that around a third of UK workers are already considering leaving their current roles (and we’re not even a third of the way through the year yet).

One key reason respondents gave for their intentions to bid farewell was a lack of career progression.

It’s a hard pill to swallow, isn’t it? Finding the right people is already challenging, but keeping them? Even harder.

Fortunately, there’s a fairly straightforward way to address this issue.

Don’t worry – we’re not about to ask you to start throwing out insane salary increases (though we’re sure that wouldn’t hurt).

No, we recommend you start giving them the development opportunities they’ve been asking for.

Invest in your team

Employees who feel like they’re growing are more likely to stay. It’s that simple.

When people see a clear path for their career within your organisation, they’re far less likely to look elsewhere.

Investing in development doesn’t just benefit your employees – it benefits your firm too.

Upskilling your workforce leads to higher productivity, greater innovation, and improved morale.

How to provide meaningful development opportunities

1. Offer regular training – Give your team access to continuous learning whenever and wherever they need it. Training doesn’t have to be full days spent away from the desk sitting in workshops, listening to somebody going through a presentation while you try not to fall asleep. Thankfully, the world has evolved, and you can now access hundreds of professional training materials at your fingertips, which means you can now sip your morning coffee while simultaneously learning the latest updates on Anti-Money Laundering.
2. Create clear career pathways – Help employees understand how to progress within your organisation. Find out their career goals and discuss plans for getting them there.
3. Mentorship programmes – Pair less experienced employees with seasoned mentors to guide their development – because sometimes the best career advice comes from someone who remembers fax machines and dial-up internet.
4. Encourage feedback and growth plans – Regular check-ins and personalised development plans show employees you’re committed to their growth. If the training methods aren’t working for the individual, maybe they need more interactive courses, or they prefer watching videos as opposed to reading, look at ways to adapt to accommodate their needs.

Why you should partner with The Professional Alternative for all of your training needs

At The Professional Alternative, we provide tailored training and development solutions that make it easy for your team to have the development opportunities that make them want to stay.

Our online platform is packed with training materials specifically designed to help your team grow and thrive within your firm, no matter where their career path takes them.

From shaping the next generation of leaders to turning email enthusiasts into confident communicators – we’ll help you create a learning strategy for your firm that works (trust us).

Don’t wait until your best employees’ hand in their notice.

Invest in their future now, and they’ll invest in yours.

Want to keep your best talent? Book your demo today!