Supporting Your Employee's Next Career Adventure: A Leader's Guide

As counterintuitive as it might seem, actively supporting your employees' career growth—even when that path might lead them elsewhere—often results in stronger retention and performance. According to a 2018 LinkedIn Workplace Learning Report, 94% of employees would stay longer at a company that invests in their career development. Furthermore, Gallup's research indicates that organizations that have made a strategic investment in employee development report 11% greater profitability and twice the rate of employee engagement.

The Leader's Mindset

Great leaders understand that their role is to nurture and develop talent, not to hoard it. As Nelson Mandela wisely noted, "A leader is like a shepherd. He stays behind the flock, letting the most nimble go out ahead, whereupon the others follow." This philosophy is echoed in Simon Sinek's concept that "Leaders Eat Last," emphasizing that true leadership is about service to others rather than self-interest.

The ancient wisdom that a master's greatest achievement is when the student surpasses them rings true in modern leadership. As management guru Tom Peters puts it, "Leaders don't create followers, they create more leaders."

Practical Steps for Supporting Career Growth

1. Leverage Personal Development Tools

Help employees understand their natural strengths and growth areas through proven assessment tools:

• StrengthsFinder: Identifies an individual's top five talent themes, providing insight into where they naturally excel

• Enneagram: Offers deep understanding of personality types, motivations, and growth paths

• Individual Development Plans (IDPs): Create structured frameworks for growth goals and action steps

2. Facilitate Learning Opportunities

• Professional Certifications: Support relevant industry certifications

• Online Learning: Encourage platforms like Coursera, LinkedIn Learning, or industry-specific training

• Peer Networking Groups: Connect employees with professional associations and industry groups

• Mentorship Programs: Both internal and external mentoring relationships

3. Create Growth Experiences

• Assign stretch projects that align with career goals

• Provide opportunities to lead cross-functional teams

• Enable job shadowing in areas of interest

• Create presentation opportunities to senior leadership

4. Regular Career Conversations

Transform your one-on-one meetings by incorporating these crucial questions:

• "What skills would you like to develop?"

• "Where do you see your career heading?"

• "How can I better support your professional growth?"

• "What projects would help you reach your next goal?"

5. Encourage External Exploration

• Share relevant job postings within the industry

• Discuss skill gaps for desired roles

• Support attendance at industry conferences

• Encourage informational interviews with other professionals

The Return on Investment

Supporting employee career development isn't just altruistic—it's good business. A study by the Work Institute found that the cost of replacing an employee can range from 33% to 200% of their annual salary. By investing in development, organizations often see:

• Higher engagement levels

• Improved performance

• Better succession planning

• Stronger employer brand

• Enhanced recruitment capabilities

Making It Memorable

The most impactful leaders are remembered not for what they achieved personally, but for how they helped others achieve their dreams. Every one-on-one conversation is an opportunity to demonstrate this commitment with a simple yet powerful question: "What can I do more to help you reach your next goal?"

Conclusion

True leadership means having the confidence to develop your team members even if it means they might eventually leave. By creating an environment that actively supports career growth, you're more likely to retain engaged, high-performing employees who trust that their development matters to you and the organization.

Remember: The goal isn't to keep people in the same role forever—it's to create such a positive, growth-oriented environment that they think twice about leaving, and maintain strong relationships even if they do move on.

A leader's legacy isn't measured by how long they keep their team members, but by how far those team members go in their careers.