Personalizing Employee Growth

Helping your team grow and develop isn’t just a nice-to-have—it’s a key part of being an effective leader. When you invest in your people, they’re more likely to thrive, and your business reaps the benefits.

According to LinkedIn’s Workplace Learning Report, companies that prioritize career development see 72% higher employee engagement, 64% better retention, and 55% of employees picking up new skills. But here’s the challenge: every team is made up of individuals with different goals, strengths, and career aspirations.

Some team members may be content and highly skilled in their current roles, while others are eager for their next big opportunity. So how can you tailor career development to meet your employees where they are?

1. Get to Know Your People

One helpful framework is to think in terms of “rockstars” and “superstars.” Rockstars are steady, reliable contributors who want to deepen their craft. Superstars are ambitious and energized by new challenges and fast-paced growth.

As a leader, your job is to support each type in a way that aligns with their goals. Rockstars may benefit from advanced training or mentoring opportunities, while superstars might need stretch assignments, leadership coaching, or exposure to cross-functional work. Understanding where each person is coming from allows you to provide the right opportunities for growth.

2. Don’t Assume—Ask

It’s tempting to make assumptions about what your team members want—but that can lead to missed opportunities. Use your one-on-ones to ask open-ended questions about their career goals, skills they’re eager to develop, and the kind of work that excites them. Track this information so you can spot growth opportunities over time.

If you’ve had these conversations during onboarding, revisit them after the employee has settled in. People’s goals often shift once they’ve had some time in the role, and a simple conversation can help you better align support with where they want to go.

3. Check In—Often

Career goals aren’t static. A superstar today might become a rockstar tomorrow—and vice versa. Life changes, new interests emerge, and priorities shift.

For instance, a high-achieving team member might seek stability after becoming a parent, while a long-tenured rockstar might want to stretch themselves with a new challenge. Regular check-ins help you stay in tune with how your employees are evolving, so you’re not holding them to outdated preferences.

4. Set Tailored Growth Challenges

Growth looks different for everyone. Superstars tend to thrive when they’re learning fast and working on high-impact challenges. For them, consider leadership development, new strategic projects, or skills-based training that broadens their capabilities.

Rockstars, meanwhile, grow best by going deeper. Give them opportunities to mentor, lead in their area of expertise, or gain mastery through advanced training. By tailoring development to the individual, you’ll help each person grow in the way that’s most meaningful to them.

5. Recognize Them the Right Way

Recognition is powerful—84% of employees say it impacts their motivation. But how you recognize someone can matter just as much as the recognition itself.

Superstars are fueled by visibility. Public praise, leadership shout-outs, or recognition at all-hands meetings can go a long way. Rockstars, on the other hand, often prefer private or more personal forms of appreciation—like a thoughtful note, one-on-one acknowledgment, or recognition within their close-knit team.

By customizing how you show appreciation, you reinforce that you see and value them as individuals.

In Summary

Personalizing growth means going beyond a one-size-fits-all approach. By understanding each team member’s aspirations, checking in regularly, and offering the right challenges and recognition, you help them grow in ways that are aligned with who they are—and that’s how you build a truly high-performing team.

Ref: monday.com

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