Employee personal development

When you’re running a business, it’s easy to focus on the bottom line. Revenue, KPIs, efficiency… all crucial. But, if you’re not investing in personal development at work, you’re missing a massive opportunity.

Your employees aren’t just cogs in a machine. They’re people with aspirations, potential, and a interest in growing within your business. When you help them develop their skills and confidence, you don’t just create a happier workforce—you build a stronger, more resilient business.

So, how can you support personal development in a way that actually benefits both your team and your company? Let’s break it down.

Personal development vs. employee development

Before we dive in, let’s clear something up—personal development and employee development aren’t the same thing. Both matter, but they serve different purposes.

Employee development is about job-specific skills that help someone perform better in their current role or prepare for a future one. Think leadership training, software courses, or process improvements. It benefits both the employee and the business directly.

Personal development is broader. It’s about self-improvement in any area—confidence, communication, resilience, even work-life balance. While it might not always seem directly related to work, personal growth makes employees more engaged, motivated, and productive.

The best workplaces invest in both. Because a confident, self-motivated employee who’s learning and growing? That’s someone who brings real value to your business.

Why personal development at work is a win-win

Employees want to feel valued. In fact, 75% of workers overall wish they felt more valued at work, according to a Canva survey.  When you invest in their growth, you’re showing them that you see their potential—and that you care about more than just what they can do for you today. In return, they’ll be more engaged, productive, and loyal to your business.

Some key benefits of a strong personal development culture:

• Higher retention: People are less likely to leave when they see a future with you.

• Better performance: Skills training means better results. Simple.

• Stronger company culture: Employees who feel supported are more likely to support each other.

• Innovation: Encouraging growth means encouraging new ideas, which can give your business a competitive edge.

In short, personal development isn’t just a nice-to-have—it’s a game-changer.

How to support employee personal development

Now, let’s talk about action. Supporting personal development at work doesn’t mean just handing employees a book and calling it a day. It’s about creating an environment where growth is natural, expected, and encouraged.

Set clear personal development objectives

Personal growth can feel vague if there’s no direction. Work with your employees to set personal development goals that align with both their ambitions and your business needs.

For example:

• A marketing assistant might want to develop SEO skills (great for your online visibility).

• A customer service rep might want leadership training (future management material).

• A graphic designer might want to learn motion graphics (more dynamic content for your brand).

Having clear personal development objectives helps both you and your employees track progress and stay motivated.

Offer learning opportunities (beyond just training sessions)

Formal training is great, but personal development doesn’t have to mean sitting in a classroom. Consider:

• Pairing employees with senior team members for guidance and mentoring.

• Letting staff explore new areas of the business through cross-department projects.

• Offering online courses, industry events, or internal training.

• Giving employees time for self-development, maybe a set number of hours each month for learning.

The more flexible and varied your options, the more likely employees are to engage.

Encourage a growth mindset

Creating a culture of personal development means normalising learning, feedback, and even failure. If employees are scared to take risks or try new things, they won’t grow.

A few ways to encourage a growth mindset:

• Celebrate progress, not just results

• Make feedback a two-way street

• Lead by example

Link development to career progression

Employees need to see that their growth has a purpose. If they’re putting in the effort, there should be a clear path forward—whether that’s a promotion, a raise, or the chance to take on bigger responsibilities.

Make it clear how personal development goals connect to career advancement. If an employee knows that improving their public speaking skills could land them a leadership role, they’ll be much more motivated to work on it.

Make personal development part of your culture

Supporting personal development at work isn’t just about ticking a box—it’s about building a workplace where people actually want to grow and stay. By giving employees, the tools, time, and encouragement to develop, you’re not just improving their skills—you’re strengthening your entire business.

But how do you make supporting personal development at work second nature? That’s where BrightHR’s performance management software comes in. A smart, simple way to manage employee growth.