It’s an exciting time for employee growth and development in the workforce. Today’s workers are increasingly interested in building and developing their abilities, and many look to their organizations for support in that journey.
Recent research highlights this attitude shift, suggesting that learning and development are becoming less of a perk and more of an expectation. This also makes development an important factor in engagement and retention, since so many employees value opportunities to build new skills, prepare for the future, and feel a sense of progress in their roles.
For community financial institutions, this presents both a challenge and an opportunity.
The challenge? Many institutions still rely on approaches to development that don’t always spark engagement—front-loaded training, occasional workshops, and limited follow-up.
The opportunity? Organizations that embed growth into their everyday employee experience can differentiate themselves in a meaningful way.
So: What does it actually take to meet the needs of employees who want to grow and be supported?
1. Move from one-time training to continuous development
Employees don’t want to wait for the next annual training session. They want consistent opportunities to learn and improve. That requires a shift from isolated training events to ongoing development in which coaching, feedback, and skill-building happen every week or month, not just once or twice a year.
2. Turn managers into growth drivers
The data highlights a critical gap: while leaders believe they’re supporting development, employees don’t always feel it. The difference comes down to the manager. Employees experience growth through their direct supervisor, yet 80% of managers don’t have the skills to maximize team performance.[1]
This can prove challenging for those organizations whose managers are expected to lead but who aren’t necessarily equipped to coach, observe performance, or guide development in a structured way.
3. Build development into daily leadership habits
Meeting employee expectations doesn’t require overly complicated programs—it requires consistency. The most effective organizations create simple, repeatable leadership rhythms: regular team meetings, one-on-one coaching conversations, observation and feedback, and clear skill development checkpoints.
When these behaviors happen consistently, employees don’t have to wonder if they’re growing. They experience it firsthand.
4. Make progress visible and meaningful
Employees are far more engaged when they can see their own progress. That means defining what success looks like, reinforcing skill development, and recognizing improvement along the way. Growth becomes tangible, not abstract.
5. Create a system—not just an initiative
Good intentions around development often fade without structure and accountability. What employees need is a system, one that ensures growth and support are happening consistently across teams and over time.
That’s the role of a program like Cultivate™.
Rather than treating development as a one-time effort, Cultivate™ implements a leadership system that helps managers consistently coach, support, and develop their teams. Through structured weekly habits—like one-on-one coaching, observation, and skill reinforcement—Cultivate™ makes it so growth becomes part of how work gets done, not something separate.
The result is an environment in which employees feel supported, challenged, and confident in their future.
And that’s what today’s workforce is asking for.
For community FIs, meeting these expectations isn’t just about keeping employees satisfied—it’s about building a team capable of growing alongside the organization. When employees grow, performance follows. And when performance improves, so do the relationships and results that matter most.
Want to learn more about Cultivate™? Visit our website or email us directly at info@haberfeld.com!
[1] https://www.haberfeld.com/cultivate/