Why Career Growth Drives Employee Retention

How can organisations strengthen retention as the world of work is constantly shifting? One of the most powerful ways is by showing their people that their growth is valued. At the beginning of each year, Great Place to Work® celebrates organisations that lead the way in building high-trust, high-performance workplace cultures — an annual recognition known as the Best Workplaces™ in Ireland. These organisations represent a diverse cross-section of industries, sizes, and sectors, yet they share one vital trait: a deep understanding that sustaining performance and innovation requires investing in people at every stage of their careers.

The Great Place to Work 2025 Employee Experience Report, capturing the voices of nearly 60,000 people across Ireland, revealed a telling statistic. Nationally, just 59% of employees agreed with the statement: “I want to work [at my organisation] for a long time.” At this year’s recognised Best Workplaces™, that figure rises to 81%. This retention gap signals more than day-to-day satisfaction — it reflects how Ireland’s leading organisations support employees through their natural career transitions and lifecycles, providing not just jobs but long-term pathways for growth and belonging.

Retention Starts with Career Visibility

Retention begins when employees can clearly see a future for themselves within an organisation. Providing visible career paths and development opportunities from the outset fosters a sense of empowerment, encouraging individuals to grow alongside the business. Over time, the benefits compound: organisations build internal pipelines, reduce hiring costs, and adapt more quickly by moving talent across roles.

Career transitions — such as moving into leadership roles, changing functions, or returning from extended leave — are defining moments in an employee’s journey. At Ireland’s Best Workplaces™, 82% of employees report being offered meaningful development opportunities in their organisation, compared with just 59% nationally. These initiatives could include things like leadership training, mentoring, job shadowing, tailored upskilling programmes, and cross-functional projects. Each initiative signals to employees that their growth is valued and supported.

One particularly powerful development tool is mentorship. Mentors bring valuable experience and perspective, helping employees learn faster and navigate challenges with confidence. LinkedIn’s 2024 Workplace Learning Report ranks mentorship as a top component of learning strategies, reflecting its growing impact on retention.

At cloud-based restaurant management software company Toast, mentorship is embedded in culture through ToastHer, their Employee Resource Group for women. The programme connects female employees with experienced leaders across the business, creating tailored opportunities for growth. As Cara Kelly, Associate Director of Program Management, notes, the learning goes “both ways,” with mentors gaining just as much from the exchange as mentees.

Internal Mobility as a Retention Strategy

Internal mobility is where visibility and opportunity intersect. Beyond knowing the career paths that exist, employees benefit when organisations actively create channels to move into new roles or take on different responsibilities. This practical approach to development allows employees to broaden their skills and gain diverse experiences — all without leaving the organisation.

For employers, internal mobility strengthens the overall agility of the organisation. Growing talent from within helps close critical skills gaps, encourages innovative problem-solving, and ensures that knowledge and expertise are retained internally. Employees experience tangible growth while the organisation maintains flexibility in responding to evolving business needs, creating a workforce that is both prepared for change and deeply invested in the company’s success.

Read full insights from Ireland's Best Workplaces in our exclusive report, published in partnership with the Irish Times:

The Leadership Imperative

Leadership plays a pivotal role in retention. Managers are often the first point of contact for career conversations, and their approach can make the difference between an employee staying engaged or beginning to look elsewhere. Nationally, only 52% of employees feel that their manager shows a sincere interest in them as people. Among Ireland’s Best Workplaces™, that figure rises dramatically to 82%.

This contrast highlights the importance of leaders who invest time in understanding their employees' needs, and encourage their growth. When managers create an environment where career ambitions are acknowledged and nurtured, they build trust — proven by Great Place to Work as one of the most powerful retention levers available.

Beyond individual leadership, organisations should also design integrated career strategies. Human Resources teams play a crucial role in blending learning programmes, coaching, mentoring, and digital tools into coherent journeys that employees can navigate confidently. This integration ensures that development opportunities are not sporadic or isolated, but consistent and accessible across the organisation.

A strong example of this in action can be seen at Castle Leslie Estate, where investment in growth touches every level of the business. From structured equestrian training pathways to culinary mentoring in the kitchens, employees are supported with clear routes to develop specialised skills and future careers. Inclusivity is also central to their approach, with a partnership through EmployAbility Monaghan Cavan creating meaningful opportunities for individuals with disabilities, long-term illnesses, or mental health challenges. This combination of tailored development and equity-driven initiatives demonstrates how a holistic investment in people strengthens both retention and culture.

Click below to view the full case study and read about Castle Leslie Estate's journey to improving their culture:

Retention as a Strategic Advantage

Retention is often spoken of in terms of reducing turnover costs, but at its core, it represents something much deeper: stability and cultural strength. Organisations that prioritise retention through career development are not simply keeping employees; they are building communities of people who choose to grow together over time.

The data is clear. Employees at Ireland’s Best Workplaces™ are more likely to want to stay, more likely to feel supported in their careers, and more likely to trust their leaders. This combination forms the foundation of high-performance cultures where innovation, collaboration, and resilience thrive.

So it's safe to say that career development is more than a retention tool — it's a strategic investment in long-term success. Organisations that nurture talent from within not only retain their people but also unlock the potential for greater agility, creativity, and sustained performance. Ireland’s Best Workplaces™ show what this looks like in practice, offering a roadmap for others to follow. By learning from their example, organisations can build cultures where employees feel empowered to grow, contribute, and stay for the long term.

Read the full study Employee Experience study below for key insights on Ireland's workplace culture in 2025: