Expert Insights on Employee Development for 2025

A couple of weeks ago, I shared with you the expert insights I gathered on the focus areas for leadership development this year. 

In this edition of the Career Agility Newsletter, I will be sharing their insights on employee development focus areas. 

Let’s dive right in!

Based on the responses, the top and most popular theme is in the area of upskilling, reskilling and continuous learning. 

This is in response to the need to adapt to emerging technologies and new demands of the business. Some have also shared the need for learning to be personalized and tailor-fit according to their career development plan. Technology and AI can be used as tools to make this handy. 

Upskilling and Reskilling: Give them cool learning opportunities, create a vibe where growth is celebrated, and connect them with mentors who can guide their journey. Mery Dienin Luv Babasa HR Department Head, Island Credit 

Allow employees to learn new technologies that will help them do their work better without threat of these technologies replacing them.- Mel A.

Creating an environment that encourages ongoing learning and prioritizing the development of skills that are highly valued in the current job market – HR Leader

Prepare a robust Learning plan with emphasis on key areas such as AI, EQ. machine learning, others. – Jhun del Ponso, FPM CLDP® CPHR® CHRP®, Chief HR Officer, Globalport Terminals, Inc.

Second on the list is the constant need to focus on employee well-being and mental health. 

If you ask me, I expect this to keep coming up until it becomes integrated and ingrained in most (if not all) organizations as part of their business as usual (BAU) in the same way there is provision for (physical) health care benefits. 

The respondents emphasized the importance of mental health, work-life balance and holistic well-being to improve engagement and reduce burnout. These are also critical in order to survive and thrive in an ever-changing and environment.

Implement mental health programs, offer flexible work options, and promote work-life balance to reduce burnout. – Jhen Maniago-Miranda , VP-HR Group Head of Property Company of Friends, Inc. (Profriends) 

And the last on the top 3 is leadership development and succession planning.

Aside from the need to develop current leaders, which we talked about in the last edition, there is also a need to continuously build the pipeline of future leaders. Who’s going to take over when the boss retires, moves up or moves out? 

This is why many of the respondents shared the need to create programs around succession planning, career pathing and developing leadership skills for individual contributors and/or top performers. 

Companies need to invest in developing their leadership and interpersonal capabilities to amplify the impact of high performers. We have to equip leaders with the right tools such as communicate effectively, foster collaboration, and lead teams with a balance of technical expertise and emotional intelligence.- Aileen Zalameda-McAvoy MBA/HR Start-up Expert/Certified Safety Officer Head of Talent Management & Development, Frankie’s New York Buffalo Wings

Ensure that there’s a clear Succession Planning structure and that expectations are set at the onset.- John Pastor , Site Director 

Employees learn differently, are motivated by different things, and seek different things. Having a blanket experience may not always be the best approach to maximize your investment.- Frederick Yang , VP, Human Resources and Admin, Philippine Digital Asset Exchange (PDAX) Inc

Understand. Customize. Create. Tweak.

One size does not fit all. This applies across industries, organizations and even individuals. While having standard training programs or career paths creates efficiency and consistency, it is important for HR Leaders to always start with getting a clear understanding of what employees need as individuals and in accordance with business objectives. This can be done through different ways like employee surveys, training need analysis, job analysis/observation, etc. 

Once the need is understood, clarified and verified, this is when the design and customization of programs begin. A pilot test may be done with a small group to test effectiveness and gather feedback, after which continuous improvements must be done to ensure the program is up-to-date. 

The same applies for both internally run and externally provided employee development programs. And this is how we do it at KDG Career, Leadership, Coaching by Coach Kurly  

Addressing these areas [upskilling, well-being, DEI) not only helps organizations navigate industry shifts but also positions them as leaders in talent development, creating a positive and sustainable work culture for the future. – Joana Marie Garde – Gregorio , HR & Admin Head. Crystal Cold Storage Inc.

Achieving this requires a commitment from both the organization and its leaders to create an environment where employees feel connected to the larger mission, valued for their unique contributions, and empowered to grow.  – Rachel Libadia , Department Head, Human Resources, ilaw atbp Corporation 

For more tips on career, leadership and coaching, check out these FREE resources.

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🚨 For Coaches: Check out my articles in International Coaching Federation Coaching World Blog:

• Starting a Thriving Coaching Practice from Zero – Read here
• Building Your Coaching Brand and Presence on LinkedIn – Read here
• 5 Ways to Land Your Next Coaching Gig – Read here

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