Growth & Development: 7 Things You Can Start Doing Today to Support Employee Growth

Employee development doesn’t begin with large programs, budgets, or year-long plans. It begins with the small, daily interactions that encourage people to stretch, reflect, ask questions, and try new things.

When people say they want growth, what they really want is opportunity, clarity, and support — not a complicated talent framework. A strong learning culture at work is built through simple behaviours leaders repeat consistently.

Here are seven practical actions you can start using today to support employee growth in an immediate, meaningful way.

1. Ask One Powerful Question: “What Are You Curious About?”

Curiosity reveals direction. Development starts when people explore what energizes them.

What you can do today:

Ask each team member: “What are you curious about learning next?”

Example:

Someone might say:

• “I want to improve my analytical skills.”

• “I want to understand project management better.”

Now you have a direction — and a development conversation that actually goes somewhere.

2. Give One Stretch Task (With Safety Around It)

Growth happens when people work slightly above their comfort zone - with support.

What you can do today:

Identify one small stretch:

• Leading part of a meeting

• Presenting the next update

• Running a mini project

• Drafting the first version of a document

  
  

Example:

“I’d like you to take the first pass at the client summary. I’ll review with you - you’re not alone.”

This teaches capability without overwhelming.

3. Share the “Why” Behind Decisions

People grow faster when they understand how decisions are made.

What you can do today:

Next time you make a choice, add one sentence: “Here’s why I made this call.”

Example:

“We’re choosing Option B because it reduces risk and gives us more flexibility.”

This builds strategic thinking — a core part of employee development practices.

4. Offer Fast, Specific Feedback (Not Once a Year)

Development stagnates when feedback is rare or vague.

What you can do today:

After a meeting or task, say: “One thing you did well today was… And one thing to try next time is…”

Example:

“Well: Your explanation was clear. Next time: Slow the pace when presenting data.”

Small nudges → big improvements.

5. Create One “Learning Moment” Per Week

Learning doesn’t require training. It requires attention.

What you can do today:

Pick one moment this week to highlight a skill:

• “This is why this decision worked.”

• “Here’s how I approach negotiation.”

• “This is how I prioritize when everything is urgent.”

  
  

Example:

“Let me show you how I structure stakeholder updates. It takes one minute but saves hours.”

Micro-coaching is powerful.

6. Invite People Into Your Thinking Process

Growth accelerates when people see how decisions are shaped, not just the outcome.

What you can do today:

Narrate your thought process briefly: “Here’s what I’m weighing… here’s what matters most… here’s the tradeoff.”

Example:

“I’m leaning towards Option A because the risk profile is lower, but I want your view.”

This builds judgment - a core leadership skill.

7. Celebrate Progress, Not Just Results

People grow when their effort is recognized, not only their output.

What you can do today:

Acknowledge a small improvement: “Your structuring has improved so much over the last month.”

Example:

“You handled that client question more calmly - I can see how much you’ve practiced.”

Celebrating progress reinforces learning behaviours.

Final Thought

Growth doesn’t depend on formal programs - it depends on everyday habits that create opportunity, clarity, and encouragement. When leaders practice these seven actions consistently, they build a workplace where development feels natural, not forced.

People don’t grow from theory. They grow from moments - intentional, repeated, human moments.