TRIMEDX Chief Human Resources and Diversity Officer Dawn Griffin recently contributed an article to Healthcare Business Today about the importance of creating a culture of continuous learning. The full article, as it appeared on March 7, 2025, is below.
In today’s evolving business and healthcare environments, prioritizing talent development is essential to remain competitive and achieve long-term success. The workforce and its needs are rapidly changing with technological advances, industry shifts, and new employee expectations.
When workers feel their employer is investing in them, they are more likely to remain at the organization and to share their best work. Meanwhile, businesses that invest in their employees’ growth will build a workforce that is skilled, engaged, and prepared for the future. Talent development is a crucial part of retaining top talent and creating an adaptable, future-ready workforce.
Talent development drives employee retention
In recent years, employee priorities and expectations have shifted. As a result of several factors, including the COVID-19 pandemic and a new generation entering the workforce, employees now put a higher value on being invested in for the future and feeling valued. While compensation is still extremely important, development and growth opportunities are now leading factors in employee retention.
Workers across industries are seeking more than just a paycheck. They want to feel prepared for the next phase of their career—whether that’s a promotion, a lateral move, or the opportunity to work on important projects and with new teams. Investing in employees’ development and supporting their ambitions will lead to greater job satisfaction and loyalty, which ultimately benefits both the individual and the organization.
Continuous learning is essential for a modern, agile workforce
The need for new and critical skills in the workforce is constantly growing. The World Economic Forum’s Future of Jobs Report 2025 found employers expect 39% of key skills required in the job market will change by 2030. This illustrates the importance of continuous learning, upskilling, and reskilling.
Organizations should proactively invest in their employees’ development, rather than waiting until a skill gap becomes an urgent situation. Decision-makers need to constantly think about developing employees for the ever-changing business environment.
Proactive leaders will regularly analyze what employees are interested in, what skills are becoming more valuable in their industry, potential competency gaps & how to address them, and what projects or roles are available within their organization. This helps ensure employees are prepared for their current roles, equipped with the skills necessary to meet future challenges, and ready to address evolving business needs.
A HOLISTIC APPROACH IS KEY
The most effective talent development programs are comprehensive, offering employees well-rounded development opportunities.
For example, a holistic approach could feature several focus areas including:
- Career development: Training programs that will help employees advance professionally and hone career-connecting skills such as leadership, communication, time management, and strategic thinking.
- Technical training: Role-specific skills to help employees perform their job functions more effectively.
- Business operations training: Core business knowledge that provides consistency and alignment on the organization’s solutions, processes, and best practices. This type of training will give employees the skills and confidence to contribute to the broader organization’s success.
The most successful organizations make talent development a personal and engaging experience. Harvard Business Publishing Corporate Learning reports personalized learning paths create a sense of value and support for employees. It also found that using technology and offering contextualized and social learning experiences boosts engagement and improves learning outcomes.
Instead of relying solely on lengthy, in-person development sessions, companies can leverage technology and provide individually driven virtual opportunities. Incorporating in-person classes, virtual training, micro-learning, and on-demand courses gives employees flexibility to learn in ways that best fit their schedules and preferences.
Leaders foster a culture of learning
Leaders play a vital role in creating a culture of continuous improvement. Managers have a responsibility to model continuous improvement by actively engaging in their own development. A leader who makes learning a priority will empower their employees to do the same.
Ongoing talent development conversations also demonstrate a manager’s commitment to continuous learning. Consistent discussions, rather than solely a once-a-year evaluation, allow managers to truly understand their employees’ career aspirations and better help them achieve their goals.
One of the biggest hurdles to talent development is time. A 2024 survey found 42% of employees cited time constraints as the top-rated barrier for pursuing additional training and education at their jobs. When leaders show support for their employees taking advantage of continuous improvement programs, participation rates increase. Managers who ensure employees have the time to work on their development enable their team to grow professionally and become better equipped to do their jobs.
Modeled behavior, regular conversations, and designated time for learning all contribute to an employee-led and leader-supported talent development program.
A STRATEGIC APPROACH TO TALENT DEVELOPMENT
For organizations striving to build their talent development strategy, establishing a clear philosophy and purpose can be a helpful first step. When leadership agrees on the purpose of a talent development program, why it matters to the organization, and what principles should be included—they can refer to this well-defined mission throughout the creation of the program.
Prioritizing the greatest skill gaps and opportunities will also allow decision-makers to focus their training efforts on areas that will have a meaningful impact on the organization. Finally, establishing a long-term plan with developmental pathways for individual contributors, new leaders, experienced managers, and executives will ensure employees at all levels have access to relevant development opportunities—while aligning with the organization’s most pressing needs.
Talent development is critical in the workplace because it ensures employees continuously grow and enhance their skills. This directly contributes to an organization’s success while increasing employee engagement and satisfaction. Investing in talent development not only helps retain top talent by offering career growth opportunities but also attracts high-caliber candidates who are looking for organizations that prioritize learning and professional development. By creating a culture of continuous learning, organizations can maintain a competitive edge, create a culture where their employees feel valued, and ensure their workforce remains agile and adaptable to evolving industry demands.