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Why Career Development Is Now a Business Imperative

If your company isn’t offering meaningful professional development opportunities, it’s taking a strategic risk. In a highly competitive job market, the question is no longer “Should we invest in skills development?” but “Can we afford not to?”

Considering that 87% of HR leaders list talent retention as a top priority (Bonusly, 2022), every possible lever should be activated to keep your people on board.

Ongoing professional development is now one of the most powerful tools to motivate, engage, and retain your teams over the long term.

Here are 6 action levers you can activate now to boost engagement — and keep your top talent from walking out the door.

 

1. Ongoing Training

Training is a cornerstone of skills development. According to the 2024 Randstad Work Barometer, 30% of Swiss employees would turn down a job that lacks continuing education opportunities.

Offering relevant training aligned with both individual and business goals helps to:

  • Strengthen operational skills

  • Keep up with industry trends and technologies

  • Increase engagement and satisfaction

  • Boost productivity

  • Reduce turnover

  • Encourage creative thinking and innovation

Corporate language training is among the most in-demand formats — it improves both internal communication and external relationships with international clients and partners.

How to structure your training plan:

  • Assess needs through interviews, skills reviews, or internal surveys

  • Set aligned objectives — every program should serve a strategic goal

  • Offer diverse formats: e-learning, workshops, in-person sessions

  • Track progress and adapt over time

 

2. Professional Coaching

One-on-one coaching is a powerful way to support employees facing specific challenges: new roles, leadership development, stress management, communication, and more.

Coaching helps to:

  • Clarify professional goals

  • Build autonomy and confidence

  • Unblock complex situations

  • Foster leadership aligned with company values

Keys to successful coaching implementation:

  • Target key groups: high-potentials, new managers, individuals in transition or difficulty

  • Define clear goals — each coaching engagement should be tied to measurable outcomes

  • Choose certified coaches with real business experience (ICF or Swiss Federal Certificate recommended)

  • Set a clear and ethical framework: number of sessions, duration, feedback process

  • Communicate internally — many employees are unfamiliar with coaching, so promote its value and benefits

  • Measure impact via feedback from coachees and their managers

 

3. Reverse Mentoring

Reverse mentoring flips the script: younger employees guide more experienced colleagues — especially in areas like:

  • New technologies

  • Social media and digital culture

  • Emerging social and cultural trends

This approach:

  • Creates intergenerational learning

  • Recognizes and values junior talent

  • Fosters a culture of knowledge sharing

How to set it up effectively:

  • Identify junior team members with relevant expertise

  • Pair them with complementary senior profiles

  • Provide structure (training, expected deliverables, meeting frequency)

  • Highlight results and share feedback

 

4. Internal Conferences

Internal conferences are a simple, high-impact way to encourage continuous learning. Letting employees present their expertise creates momentum.

These events:

  • Showcase internal skills and knowledge

  • Develop public speaking and confidence

  • Promote cross-functional learning

  • Spark engagement and team pride

Best practices:

  • Co-create the program with your teams

  • Establish a regular cadence (monthly or quarterly)

  • Vary formats: pitches, panels, demos, etc.

  • Celebrate participants and highlight contributions

 

5. Learning Breakfast / Lunch

Informal learning moments — hosted by internal or external experts — are great for skill-sharing and discussion around focused topics.

They also:

  • Encourage cross-departmental collaboration

  • Stimulate curiosity and initiative

  • Strengthen relationships between colleagues

  • Reinforce a learning culture within the company

How to make them effective:

  • Plan a quarterly or semi-annual program

  • Vary topics: technical, soft skills, industry-specific…

  • Communicate in advance to drive interest

  • Make room for interaction (Q&A, discussion)

6. Creative Sprints

Inspired by design thinking, creative sprints are short, intense workshops where cross-functional teams tackle a concrete challenge together.

They’re ideal for:

  • Sparking creativity

  • Breaking routine thinking

  • Encouraging interdepartmental collaboration

  • Delivering tangible solutions quickly

Key steps:

  • Define a clear, achievable goal

  • Create multidisciplinary teams

  • Keep the format tight (1–3 days)

  • Set the stage for creativity (space, tools, tone)

  • Plan a wrap-up session with next steps

 

Not Offering Development Opportunities? That’s a Real Risk

Neglecting ongoing professional development comes at a cost — sometimes a very high one:

  • Talent loss: Employees who feel stuck will eventually leave — often for employers who invest in growth

  • Loss of competitiveness: Without upskilling, your teams may struggle to adapt, innovate, or respond to evolving customer needs

  • Disengagement: Lack of prospects leads to demotivation, disengagement, and internal disorganization

  • Hidden costs: Turnover means higher recruiting and onboarding expenses, plus lost productivity

 

In Conclusion

Offering professional development is no longer a “nice-to-have” — it’s a business necessity for attracting, engaging, and retaining talent.

Language training, coaching, reverse mentoring, internal conferences, creative sprints…
These initiatives are easy to launch and make a big difference in how your employees see their future with you.

Want to build a structured skill development plan?
Our team can help you integrate professional language training into your HR strategy.

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