For many employers, it’s budgeting season for 2025. For HR professionals, that means planning and projecting for people costs – salaries, benefits, insurance, recruitment, events and activities, software and systems, and much more.
An item that can fall far down on the list is employee training and professional development. It’s important not to lose sight of the fact that a key driver of employee engagement and retention is supporting employees in their professional growth and development. Employers that prioritize planning for employee development may head off costs associated with turnover and recruiting, while preserving organizational knowledge, commitment, and continuity of product quality and customer service.
Professional development does not need to be expensive. At its best, development is tailored to the interests and needs of each person. One-size-fits-all development plans, like sending everyone in a department to the same class, may tick the professional development box and even provide consistent learning and application of knowledge. However, they may not address the specific skills or experiences an individual seeks to achieve their professional goals while also contributing to the business's success. Consider the following tips and suggestions for meaningful employee development planning that doesn’t have to be hard on the budget.
Seek Each Person’s Input
Meaningful development can look different for each employee. Some may aspire to leadership roles, and others may want to deepen expertise that supports the organization's work. Consider asking employees questions like these: “What are your goals here at our company?”; “What does professional development look like for you?”; and “What would you like to learn so you can do your job better or grow your career?”
Establish Career Paths
For employees who seek to move cross-functionally, laterally, or vertically in the organization, building a career path – or a map of how they may get to where they hope to be – can inform what development looks like. Career paths can involve cross-functional project work, classes specifically focused on skills or knowledge needed for the next step, formal mentoring programs, and job shadowing, all focused on preparing the employee for their new role.
Get Creative and Curious
When thinking about professional development, training, conferences, or online learning often come to mind. Learning and development can take other forms, too. Employees may find value in subscriptions to industry or professional publications or memberships to professional associations or industry groups. For employees who want to lead, offer the chance to lead a higher-profile project that involves directing or influencing the work of others (and be sure to coach the new leader to ensure their success). For employees who want to build specific expertise in an area, provide them with training and the chance to teach others as they become subject matter experts.
Be Fair and Equitable
It seems straightforward to allocate the same dollar amount for each person’s development, but in reality, some things just cost more than others. Attending a national conference will be more expensive than taking an online class and leading a special project. While spending on development may not match dollar for dollar for each employee, be aware of gross inconsistencies, especially patterns or inequities in spending based on things like age, race, sex, sexual orientation, or other statuses protected by state or federal law.
Build in Time for Growth
One of the most important elements in growth and development is having the time to attend classes, hear podcasts, read publications, meet with mentors, study, apply new knowledge, and practice new skills. While professional development budgets don’t usually build in time, managers should be aware employees will need breaks and time away from time to time to learn and grow. Allowing for occasional flexibility in schedules, deadlines, and assignments can be a relatively low-cost investment that results in retention, engagement, and positive business outcomes.
Employers Council offers an extensive menu of virtual, in-person, and on-demand classes in HR, employment law, leadership, and professional development. We can bring our classes live to employer sites, virtually or in-person, as well. To learn more, visit our Training and Events webpage. Contact us for more information.
Kim Robinson is a human resources consultant for Employers Council.