Why Career Growth Is an Overlooked Driver of Workplace Well-Being
- Mind Share Partners
- 6 minutes ago
- 4 min read
In the times when my personal stressors are at a high, work has quite often been a place of safety and reprieve, giving a much needed boost to my well-being. For example, back when my kids were just learning to walk, having a job to go to—with some structure and adults to talk to—really helped me stay grounded and feel like myself. It really helped that I had a supportive manager, and my work environment was one where I was learning and growing everyday.
The opportunity to learn and grow is a basic human need, and an important part of the employee experience—and it can boost employee well-being too.
The Office of the U.S. Surgeon General named “Opportunity to Grow” as one of five key components to better worker well-being. Things like acquiring news skills and career advancement can be strong drivers of well-being.
Employers can take a few intentional steps to embed growth opportunities into their culture using a well-being lens.
Help managers be better managers
If you want employees to grow—and thrive—you have to start with the people who shape their everyday experience: managers. A growing body of research tells us what many employees already know firsthand, that a manager can impact your mental health just as much as a spouse or partner.
The role of a manager has only gotten more complex. Today’s managers are expected to be performance coaches, culture carriers, project wranglers, and wellness advocates for their teams. Without the right support and training, even the most well-intentioned leader can burn out, or unintentionally contribute to a stressful work environment.
Provide training to managers to help them navigate mental health conversations and to better understand the needs of their team members. This training should result in managers having regular, meaningful check-ins—and not just about deadlines or deliverables. Train managers on how to make space for real conversations about how team members are doing, what they’re learning, and where they want to grow personally and professionally. This is how can managers become growth partners for their team.
Upskilling and mentorship are more important than ever
In the age of AI, workers not only need to stay relevant in a changing workplace, but also gain confidence and a sense of security about their future. Research shows that a little over half of workers are worried about the future impact of AI use in the workplace.
Training can help ease some of these fears, and is an important part of AI adoption in any workplace. Workers want training to better use AI—believing it is the best way for them to adopt the tool. Be clear about your organization’s AI plans, including how to access training.
Providing a wider range of upskilling opportunities for workers—and celebrating workers' efforts to learn new skills—can also mitigate AI anxiety and show workers that the organization is invested in their continued growth. When employees have opportunities to develop and advance their knowledge, they’re also more likely to find purpose in their work.
Mentorship can similarly go a long way in showing employees that someone is invested in their success at the organization. Both Gen Z and Millennials want to improve their soft skills, time management and industry knowledge, and a strong majority in both generations want mentorship and guidance to do this. Providing formal mentorship opportunities—with objectives and mutual expectations—are more successful in achieving this goal than informal mentoring.
Build growth opportunities for every employee
Every employee should have a growth plan, no matter their role. When growth is embedded into the employee experience, it sends a powerful signal to workers that their goals and contributions are seen, supported, and valued. Managers play a key role in having regular check ins on employee’s goals and growth.
In larger organizations, growth opportunities may look like title and pay advancement. In smaller, more nimble organizations, while title advancement may be limited, there are always opportunities for growth. This could look like skills development, opportunities to join a task force or cross-functional team, and stretch assignments that allow workers to take on projects outside of their usual scope.
In today’s rapidly changing world, organizations that prioritize employee growth are letting workers know: you matter here, and your future matters too. That investment pays off in stronger engagement, retention, and employee well-being.
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