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Leading employers know how important it is to place employees’ professional development at the heart of company policy. Why? Their workers expect it. Talented professionals want to work for a company that will help them to build skills and knowledge and further their careers.

Managers shouldn’t minimize the importance of supporting their employees’ career advancement. If they do, they risk undermining morale and productivity by leaving talented workers feeling like they aren’t valued. And in the longer term, the company could face the loss of these dispirited employees to competitors.

So, it is important to show your workers that they have both company and manager support in their desire to grow professionally. The following seven strategies to promote the development of employees can help you do exactly that.

1. Take a personal interest in employee career goals

If you’re managing a remote team, you know how important it is to communicate frequently with your workers. That interaction should include meeting regularly with team members one-on-one so you can stay attuned to their career aspirations and expectations. This kind of manager support can help your staff feel valued — and lead to greater productivity and loyalty.

Help your employees outline a potential career path within the organization, so they can better visualize their future at the company. Identify specific milestones for achievement and the supporting resources employees will likely need to tap along their journey. Clear, direct and consistent communication from the boss about career advancement steps can help workers feel more engaged.

2. Promote training and development of employees

Job training and continuing education help to fuel employee career growth. So, you’ll want to encourage team members to pursue relevant business courses and workshops that will further their career advancement. Virtual learning opportunities are a must for many teams right now, and fortunately, there are many affordable options available. (Even if budgets are leaner at the moment, keep in mind that an investment in employee career development can deliver a strong ROI for your business.)

In addition to nurturing individual needs and growing specific skills, help your employees keep up with what’s happening in the wider industry. One cost-effective method that’s easy to arrange is to host lunch-and-learn sessions by video, featuring either external or internal guest speakers. Also, give your employees the time and flexibility to engage in industry events. Consider asking those workers to share what they learn at these events with their colleagues.

3. Encourage mentoring and job shadowing

Establishing a formal mentoring program might be one of the smartest moves a company can make at any time — for itself as well as for its workers’ personal and professional growth. Mentoring can also be an effective tool for onboarding remote staff.

Though often seen as a transfer of knowledge from tenured team members to less-seasoned employees, mentoring in the workplace is a two-way street. While senior staff members can offer hard-earned insights and professional guidance to less-experienced colleagues, they also can benefit from the fresh perspectives and technological know-how of up-and-coming employees.

4. Rotate employee roles

The human brain thrives on variety, and job rotation is a smart way to shake up your workers’ daily routine. Consider allowing employees to work in different but related departments or positions. (A job rotation program can help to facilitate this.) These opportunities will help your team members gain new skills, more appreciation for their colleagues’ duties and a better understanding of the business.

Job rotation can also be an effective way to increase cross-departmental collaboration and build rapport in a remote team. And the organization will benefit from having a more well-rounded workforce.

5. Support work-life balance

Hard work is a prerequisite for career advancement, but that doesn’t necessarily mean committing to an endless series of lengthy workdays. Encourage your employees to work smart, maximize their efficiency, and leave time and energy for their interests outside of work. This advice is especially important for remote team members who may find it difficult at times to keep work and life separate.

Taking a proactive approach to your team’s well-being can also prevent stress from rising and leading to burnout. By adopting flexible policies that enhance work-life balance, you can buoy employee morale. You’ll help your workers find the time to do their jobs, attend to personal demands, and even engage in professional development activities that can aid their career advancement.

6. Paint the big picture

Reminding employees of their unique contributions to the company’s mission adds meaning to their role. It can also increase their motivation to expand their responsibilities and advance in the organization.

Don’t assume they already know how their work adds value, however. Offer regular insights into how their day-to-day actions make a difference to the organization. In your regular updates to team members, be sure to highlight the firm’s progress toward key objectives. And acknowledge individual employees for specific achievements that are helping to drive the company toward those goals.

7. Create a succession planning program

Succession planning can demonstrate to high-potential employees that you not only want to invest in their professional development but also see them evolving into future leaders for the business. That is a powerful message. So, don’t push this important process to the back burner. Create a succession plan for every key position in your organization. It can help motivate employees to learn the skills and knowledge needed for career advancement.

Another option to consider: offering dry promotions

While succession planning is an important tool for helping employees follow a defined path toward their career goals, it can often take a long time for a worker to move up in an organization. They have to wait for others to make a move first. One approach that can help keep them engaged in the interim is a dry promotion. 

A dry promotion is an advancement opportunity that includes a new job title and more responsibilities but no change in compensation. It is a way to offer up-and-coming employees a chance to demonstrate their ability to take on more and excel at it. It shows that the company is committed to helping them grow, and it can be a useful tool if current staffing budgets do not leave room for an immediate salary boost.

A recent Robert Half survey found that 33% of Gen Z workers were presented with a dry promotion in the past 12 months, and 76% accepted the offer. Gen X workers were the most likely to accept a dry promotion, although only 7% of workers in this demographic group received such an opportunity in the past year. Our research also shows that millennial and baby boomer professionals were highly likely to take a dry promotion when offered one.

To make sure the dry promotion arrangement keeps the employee feeling valued and motivated, be clear from the outset about when you intend to review their performance and discuss the potential for increased compensation. For example, you might commit to conducting a review and evaluating salary after three or six months.

Your employees will be better positioned to achieve their career goals if they know that their manager is invested in their success. Emphasizing employee career growth can create significant and lasting benefits for your workers, and it can provide many positive returns for your organization, too.