I’m often in conversations with Canadian business leaders who are wrestling with two big challenges: finding the right skills and figuring out how to prepare for a future that’s changing by the hour. Lately, another theme keeps coming up: how do we keep people motivated and growing so they can push the business forward in the middle of all this change?
What strikes me most is the deeper conversation around opportunities for career development programs that strengthen engagement and retention. That’s why I leaned in a little closer when I was reading the latest State of Careers reports from Right Management.
Before reading these reports, I already believed that career planning and development needed a reset. Digging into this research showed just how urgent that shift has become. Here’s what’s driving the change and how you can build continuous engagement and provide unmatched career support with Right Management’s career development solutions.
I’ve heard murmurs from some leaders about employees not being driven, not wanting to work, not getting involved — but the truth is more nuanced. Today’s employees are ambitious and want to contribute meaningfully. The key point here is that they aren’t just looking for jobs. They’re looking for growth.
The 2025 State of Careers series includes two reports focused on career engagement and retention in the current world of work: The Career Equation and The Career Imperative. The research shows that employees who see clear development opportunities are significantly more likely to stay, while those who don’t are twice as likely to leave within a year. We’re seeing engagement levels directly tied to employees participating in structured career development. When that’s missing, people check out.
When I refer to career development programs, I’m not talking about periodic training sessions or an annual review that comes with a paragraph of feedback. I'm speaking of continuous learning and visible pathways to advancement — a skills-first approach that helps employees build capabilities for today and tomorrow. If you want to keep top talent around and prepare for a skills-based future, this needs to be embedded in your business strategy.
The thing is, this shift is proving to be a significant challenge for many organizations.
There was a time when pay and job security were enough. Employees worked for stability, and employers focused on tenure. But today, motivation comes from purpose and growth. Jobs are evolving as technology reshapes roles. Employees want to feel like they’re building something that matters, and they’re bringing these expectations into their job search.
The ManpowerGroup 2025 Talent Shortage Survey found that 77% of Canadian employers are struggling to find skilled workers. I think there’s a double-sided reality here:
This means there’s a double incentive for you to build quality career development programs. You create a place where employees can see a future for themselves, and that means fewer exits and stronger teams.
To help you turn insight into meaningful employee engagement and retention, Right Management designs career development solutions around your business’s goals and your employees’ ambitions. Our integrated programs help employees map clear pathways to gain the skills they need to grow. This approach creates a culture of continuous learning that strengthens retention and improves business performance.
When we talk about career engagement, there’s motivation and desire, but employee engagement and retention is still low. Why?
Here’s my take: The systems we’ve built for career planning and development were designed for a slower world. Annual reviews and rigid ladders assume stability, but work today is anything but stable. Roles are shifting, skill requirements are changing and employees are left waiting for a conversation that only happens once a year. Upskilling is great, but if it’s disconnected from career conversations, it feels like a checkbox.
If we want to close the gap, career planning and development need to feel alive. It should move at the same pace as the business. Employees need a roadmap that shows where new or honed skills can take them.
There’s a growing urgency with clear opportunity here. As a business leader, you can’t hire your way out of capability shortages. External recruiting alone won't keep pace with how fast roles and technologies are changing (not to mention the expense of constant turnover). The best strategy is helping employees confidently move through changes by giving them the tools, guidance and opportunities to grow inside your organization.
This shift requires breaking away from linear thinking: this task leads to that role, then a promotion, then another title. A lot of us think career growth means climbing a ladder, but ladders have given way to lattices — interconnected paths that allow employees to move sideways and diagonally as skills and interests evolve.
Almost half of workers’ core skills are expected to change by 2027, primarily due to AI and digital transformation, and Canada is seeing a surge in learning initiatives. Nearly one-third of all workers in Canada participated in job-related training in 2024, showing a growing appetite for growth and a willingness to invest in skills. That appetite for learning is a signal: employees are looking for ways to stay relevant. The question is whether organizations can match that momentum with clear, structured career pathways.
Employees who participate in Right Management’s targeted career development programs often tell us the difference is clarity. They finally see how their skills connect to real opportunities. It’s one of the ways Right Management helps organizations shift from “check-the-box” tasks to meaningful career experiences that connect learning to real movement. Employees don’t just know what to learn. They know why it matters and where it can take them.
If you want engagement to move from a concept to your business’s reality, I recommend beginning with these steps:
Employees learn best by doing. Think about the last time you tried to master a new skill. What worked better — reading about it or applying it on the spot? Creating opportunities for project-based work, cross-functional assignments and mentorship creates an environment where employees can learn and immediately put new skills into practice.
Right Management helps companies design these experiences to make learning a part of everyday work. We build programs that make development practical and relevant so employees see growth as part of their job, not an extra task.
Short, focused bursts of training fit into busy schedules and address immediate needs. Micro-moments that are connected to a broader career development program add up to big results. They reinforce skills and tie them directly to career goals.
Instead of one-off sessions months apart, make micro-learning part of a structured framework that includes regular touchpoints, manager check-ins and clear links to advancement opportunities.
Career planning and development work best when it’s a partnership. Employees own their aspirations, and managers become champions for growth and guides for career conversations.
There’s still room for performance reviews and goal-setting, but ongoing dialogue and personalized development planning are essential. Let employees set the vision, managers guide the journey and your organization provide the tools they need.
Work is quickly changing, and Canadian business leaders are facing a reality where talent strategies can’t stay static. Talent shortages and AI disruption are signals that we need a new approach to career growth. As leaders, we have a choice: wait for change to happen, or build the capabilities that make change an opportunity. The 2025 State of Careers reports show us the path forward. How will you act on these insights?
Turning insights into action is what Right Management does best. We help organizations design career development programs and implement solutions that engage employees and keep them growing. That’s good for your people and essential for staying ahead without falling into the cycle of constant replacement.
Your workforce is ready for growth. Take the next step to merge employee development with lasting engagement.