10 Employee Development Examples and Programs

An employee development plan is a roadmap that turns the vague notion of "we need to keep progressing our people" into something tangible. An effective plan will outline the skills and competencies each individual needs in their role along with their professional goals. You'll then map out a clear path, including all the growth and development opportunities they'll need as they progress throughout their careers. 

That’s the high-level overview. But it becomes trickier when you need to think about what exactly your employees should focus on developing. 

If you’re wondering where to start, this guide covers ten employee development examples you can borrow from. We also answer some frequently asked questions about individual growth. 

1. Professional skills enhancement

Top of the list is the need for employees to build on their foundational skills. By staying up to date on the latest practices and technologies, they’re able to perform well in their roles. 

Many companies weigh up the value of buying skills externally rather than building them from within. But SHRM reports recruiters also experience problems sourcing candidates with adequate skills. 

• 37% of recruiters have difficulty sourcing candidates with technical skills 
• 30% of recruiters say candidates lack soft skills 
• 18% report candidates are missing “basic” skills 

While some open vacancies may require external candidates, many companies can circumnavigate the challenges of hiring someone new by ensuring their internal bench is packed full of highly skilled personnel. 

One skills enhancement area growing in importance is familiarity with AI. CEO Dr. Christina Strauss describes what professional development in this technology could look like: 

“When people think about AI upskilling, they often picture a crash course in prompt engineering or a rundown of the latest tools. But here's the catch: true AI upskilling is much deeper and more nuanced than crafting clever prompts. In reality, effective AI upskilling starts with building foundational skills that go beyond technology. It's about cultivating the ability to ask the right questions that clarify intentions, probe deeper into issues, and consider all angles of a challenge. This isn't just about feeding commands to a machine; it's about developing a mindset of curiosity, critical thinking, and adaptability.” 

Of course, AI is just one professional growth area to consider. For each skills topic you include in your employee development plan, it’s essential to list the learning methods you’ll offer to support your workers’ growth. These might include: 

• Workshops and seminars, which are useful for information sharing and networking
• Job shadowing or job rotation for on-the-job training 
• Formal courses or online learning opportunities 
• Continuous learning opportunities such as microlearning programs or peer knowledge-sharing sessions 
• Mentorship or coaching programs to allow workers to learn from senior staff 
• Self-study materials such as books, blogs, or podcasts

2. Goal setting and organization skills

Each of your career development plans should include individual goals related to your employee’s professional aspirations. But they should also understand the strategy and importance behind being able to set their own goals. This ensures they have a clear direction and North Star to aim for in every task they complete or project they contribute toward. 

Sports psychologist Jimmy Yoo articulates how goal setting is an essential practice used by athletes. And the same discipline is also highly valued in the business world. 

“Goal setting acts as your roadmap, guiding you through the journey to success. With clear, well-structured goals, staying motivated, focused, and resilient becomes easier, even when obstacles arise. Understanding the different types of goals—outcome, performance, and process—can help you shape a plan that fuels both immediate progress and long-term achievement.” 

The SMART goal-setting framework is a useful technique for employees to know. Smart goals are: 

• Specific 
• Measurable 
• Achievable 
• Relevant 
• Time-bound

Example: I will increase my productivity by 20% within three months by implementing time management techniques and delegating tasks more effectively.

Beyond simply setting goals, employees must also understand how to track progress toward each milestone. Use the process of committing to a development plan and regularly checking in on progress to teach those in your team how to stay on top of their tasks and self-prioritize. 

3. Conflict resolution

64% of full-time employees have experienced significant workplace conflict, with 15% subsequently looking to change roles. 

Disagreements are part and parcel of the working world, and in some cases, they can be constructive, as they're a sign your employees are passionate about their work. But more often, personal differences can be a drain on productivity and morale. 

Employees must understand how to harness diverse perspectives and translate them into a positive working relationship. You might use role-playing scenarios or advanced communication techniques to support your workers in developing this critical skill. High-performance coach Harry Karydes is a believer in working through disagreements, sharing, "Growth happens on the other side of conflict…if you handle it right." He offers the following tips to get through a difficult exchange with a colleague: 

1. Stay calm and composed: When you feel triggered, pause for a moment. Take three deep breaths before you speak.
2. Listen to understand, not just respond: Use active listening techniques—repeat back what the other person said to ensure you understood them correctly.
3. Separate the issue from the person: Use “I” statements instead of “You” statements. For example, say, “I feel frustrated when deadlines are missed, instead of “You’re always late.” 
4. Find common ground: Ask, “What outcome do we both want?” to steer the conversation toward resolution.
5. Focus on solutions, not blame: Brainstorm solutions together and ask, “What can we do differently moving forward?”
6. Know when to walk away: Not every conflict needs to be solved immediately. If the discussion becomes unproductive, say, “Let’s take some time to think this through and revisit it tomorrow.”
7. End on a positive: Say, “I appreciate us taking the time to talk this through,” to leave the conversation on a constructive note.

4. Time management 

Wrike reports that knowledge workers spend an average of 40.8 hours of their personal time, making up for wasted time at work. Many factors feed into this tremendous burden on employees, such as unrealistic workloads and picking up the slack from departing team members after a round of layoffs. 

Yet, employees can undoubtedly benefit from boosting their own time management skills. Some popular ways to encourage employees to make constructive use of their time include: 

• Time blocking: Batching similar tasks together (like checking emails or taking meetings) and tackling them in one hit
• Eisenhower Matrix: An urgent-important matrix to determine which tasks are truly important and which can be delegated or deleted
• Pomodoro technique: A time management method that breaks work into intervals of 25 minutes, separated by short breaks
• Task prioritization: Using a weighted system based on deadlines and importance
• Eat the frog: A productivity method encouraging workers to tackle the most challenging task of the day first so it doesn't loom over them 
• Time tracking software: Desktop or mobile apps designed to help workers manage their time and stay focused on tasks.  

5. Active listening 

Many communication struggles occur when people haven't listened to each other effectively. They've been in the same conversation, and they've exchanged dialogue. But somehow, the message is lost in translation, and one or more people have not actively listened to the others. 

Active listening is a critical skill that enables employees to understand their colleagues, clients, and managers better. By switching on and paying attention to non-verbal cues, such as body language and tone of voice, employees can develop stronger relationships and avoid misunderstandings. Luckily, this is a skill managers and employees can easily practice, either together, with their peers in a workshop scenario, or by taking a short course. 

The focus of any active listening session will usually include the following steps: 

• Eliminate distractions: Put away phones or close unnecessary tabs on the computer to focus entirely on the conversation
• Maintain eye contact: Show interest in what the speaker is saying by maintaining appropriate eye contact
• Ask clarifying questions: If something is unclear, don't be afraid to ask for clarification rather than assuming
• Give feedback: Offer positive reinforcement or constructive criticism after the speaker has finished sharing their thoughts 
• Practice empathy: Put yourself in the speaker's shoes to understand their perspective better 

6. Emotional intelligence 

Emotional intelligence (EI,) also known as emotional quotient (EQ,) was introduced as a concept in 1990 by psychologists Salovey and John Mayer. The idea is that emotional intelligence allows people to recognize, understand, and manage their own emotions and those of others. It's a critical workplace skill that can impact employees' communication styles, conflict resolution skills, teamwork abilities, and overall job performance. 

Vantage Circle provides these fascinating statistics on the link between EI and performance excellence: 

• 90% of top performers have above-average emotional intelligence.
• 58% of job performance is influenced by EI 
• 75% of Fortune 500 companies use EI training
• Emotionally intelligent employees earn $29,000 more on average (every EI point increase adds $1,300 to someone’s annual salary.) 

Every employee in your org chart has their own emotional intelligence starting point. But each can take steps to develop their emotional intelligence through self-reflection, empathy practice, and interpersonal skills training. 

7. Negotiation skills 

Negotiation is a strong tactic employees can use both to achieve their own personal goals and to secure wins for the overall business. Those working in sales or account management roles are expected to have excellent negotiation skills, but in reality, all employees can benefit from knowing how to negotiate effectively. 

For some, negotiation can feel uncomfortable, as described by Joanne Lee, Career Coach and Communication Expert, 

“Negotiating is something a lot of people avoid. We all feel at times, like ‘’we don’t want to rock the boat,’’ or we just want to take what we get and hope we can improve our situation down the line. But here is the thing. Successful people always rock the boat! Know your value, know what you want, and negotiate everything at once. If there are three terms you want to negotiate, negotiate them together. Do not negotiate one thing at a time.”

Employees can develop their negotiation skills by: 

• Listening to recordings of successful negotiations or attending workshops
• Practicing with peers or mentors in role-playing scenarios 
• Developing a clear understanding of their own personal value and what they want to achieve through the negotiation 
• Being confident and assertive in their communication skills while remaining open to compromise

8. Leadership development 

Leaders don’t just sit around boardroom tables making decisions. Their behavior, example, and guidance has a tremendous impact on the people who work for them, shaping the overall employee experience. Gallup research points to managers (and even team leaders) accounting for a 70% variance in team engagement levels. 

But all too often, leaders are simply promoted into these positions without being equipped to manage people effectively. And they don’t necessarily know who to be or how to behave. Global senior manager Omaer Rana weighs in on the difficulty of balancing assertiveness and empathy as a leader. 

“Assertiveness gives you the power to set clear expectations and stand up for your team’s needs, while empathy allows you to connect with your team on a human level, understanding their perspectives and concerns. Together, they create a leadership style that fosters respect, trust, and collaboration.” 

An investment in leadership skills is a savvy move for any future-facing company. Development options for potential leaders, or those already in-seat, include: 

Succession planning programs to identify and develop high-potential employees 

• Mentoring opportunities with senior leaders or external executive coaches 
• Succession planning programs to identify and develop high-potential employees ‍
• Mentoring opportunities with senior leaders or external executive coaches ‍
• Leadership training workshops or courses focused on communication, emotional intelligence, conflict resolution, and other soft skills essential for effective leadership.‍
• Business coaching sessions to help leaders navigate specific challenges and develop their own personal leadership style. ‍
• Encouraging leaders to attend conferences or networking events to learn from industry experts and stay up to date with the latest trends in leadership. 

9. Critical thinking 

Critical thinking is listed as the second most important skill employees can put on their resume, according to Forbes. Why? This analytical skill helps companies solve complex problems and make better decisions, often using data to get from A to B. Employees can improve their critical thinking skills by:

• Asking questions: Instead of taking information at face value, employees should question how valid or reliable their sources and assumptions are. 
• Seeking different perspectives: Encouraging diversity of thought within teams is crucial for developing critical thinking skills. Employees can seek out feedback from others with different backgrounds, experiences, and expertise.
• Evaluating evidence: Employees should learn to evaluate data and information objectively, without personal bias or assumptions.
• Approaching problems systematically: Critical thinking involves breaking down complex problems into smaller parts and identifying patterns and connections between them. This allows employees to develop more effective solutions.
• Becoming comfortable with uncertainty: Critical thinkers are able to pivot or adapt quickly and make decisions in uncertain situations. 

10. Presentation and public speaking 

The ability to present and communicate with confidence is a skill employees can use either internally as they interact with team members or externally with clients and customers. While public speaking comes naturally to some people, others find it hard to convey their message in a way that feels comfortable to them and engaging to the audience. Public speaking coach Eva Rose Daniel breaks down the difference between the delivery and the content of a message. 

“What people perceive as delivery challenges particularly in public speaking—maybe they have a lot of filler words or a lot of rabbit trails or they don't know what to do with their hands on stage, or they have nerves—a lot of times those challenges are directly tied to their content. They're not clear on what they're trying to say or how they're going to say it. Maybe they haven't organized their content in a compelling way or they don't have stories or humor. But I've seen really dynamic presenters and it was actually a cotton candy experience. It was exciting and fun but there wasn't really any depth there. I've also seen people that have incredible stories and messages, but because they haven't worked on the delivery side, it falls really flat.”

To ensure your employees develop both the delivery and the content aspects of their public speaking, practice makes perfect. Ensure the employee development plan includes opportunities for them to practice and receive feedback, attend workshops or courses on public speaking, or bring in external coaches to work with your team. 

Develop your employees with Benepass 

Benepass is an employee benefits administration platform that puts your people at the front and center of your business. We offer a flexible Benepass Professional Development Account that supports employees with their career growth and ties closely to their individual development plans. Here's how it works: 

1. You’ll define eligible spending categories within your professional development account, such as courses, professional memberships, conference costs, etc. 
2. We’ll implement your unique policy into our Benepass platform and issue your unique Visa Benepass cards. 
3. We’ll connect to your payroll system to automate enrollment 
4. You’ll invite your employees to join Benepass and start using their professional development account from day one. 

Start developing your people by booking a free Benepass demo today or contact sales@getbenepass.com to connect with a benefits specialist. 

FAQs

What are some examples of employee development programs?

Employee development programs are entirely customizable but may include learning opportunities such as mentorship, workshops, cross-training, and online courses for skills enhancement.

Why is employee development important?

Employee development is closely linked to business impact. The LinkedIn Workplace Learning report lists employee retention, upskilling, and aligning learning programs to business goals as some of the top ways that L&D moves the needle for organizations. 

How can technology aid employee development?

Of course, employees can progress toward their goals using traditional methods like formal classroom-based courses and participating in mentoring relationships. But as with most other areas of business, technology lends a helping hand by providing access to online training sessions, and providing employee development software to track progress.

What is a mentorship program?

A mentorship is a structured program where experienced employees guide and support less experienced colleagues. In the right partnership, both mentor and mentee should gain something. Mentees will learn from the expertise and experience of the more seasoned professional, while the mentor can benefit from a fresh industry perspective and the chance to practice their teaching. 

How often should employee development reviews occur?

There are multiple ways to structure employee development reviews. As a rule of thumb, regular check-ins between managers and their direct reports keep progress on track and offer the right space to ask any clarifying questions. Try to find time weekly or monthly for brief check-ins, then schedule a more formal development review for a quarterly meeting. 

How do managers create an effective and engaging employee development program?

Personalization is the key to creating an engaging development program that resonates with the individual employee. Start by identifying the employee’s strengths, skills, and interests. From there, create an individualized development plan that includes a clear roadmap to achieve goals within your organization.

What role do managers play in supporting employee development and growth? 

Managers are integral to employee growth, providing accountability for progress, offering guidance and feedback, and identifying opportunities for development. They should also be responsible for creating a culture of continuous learning and growth within the organization.

How can employees proactively seek opportunities for their own development within a company?

While managers are important, they can’t do the work for their employees. Individual workers must be proactive in seeking out opportunities for their own development. They should be encouraged to take on new projects, volunteer for cross-functional teams, and actively seek feedback from colleagues and mentors. 

It's useful for company leaders to provide examples and success stories of individual employees who have grown and advanced within the organization to inspire others to take initiative in their own development. For example, did they have a mentor, or perhaps participate in a job rotation program to learn about an adjacent area of the company? The more detail you can provide, the more your workers will feel compelled to find their own path to success. 

What is the difference between on-the-job training and formal employee development programs?

On-the-job training is a type of employee development that happens in the flow of work. Rather than sitting in a stale classroom environment, studying the theory of a topic, on-the-job training allows them to pick up practical experience in the flow of work. 

For example, a marketing professional might learn about the history and latest trends of search engine optimization in a formal training program. Learning this topic on the job would involve working on a live SEO campaign and optimizing website content to see firsthand how it affects search engine rankings. 

On-the-job training can be a real time-saver, as it allows employees to learn and develop skills while still keeping up with their work responsibilities. 

However, formal employee development initiatives are more structured and often involve external resources such as workshops, conferences, or online courses. These programs offer a deeper dive into specific topics and may be useful for developing specialized skills or knowledge.