A recent LinkedIn report shows that 94 percent of employees prefer to stay with organizations that actively invest in their professional growth. This insight highlights a significant opportunity for companies to rethink their approach to employee development. This trend is especially noticeable among Gen Z employees, who place a high value on growth opportunities. This generation looks for more than just a paycheck; they seek meaningful work experiences that contribute to their personal and professional development. Understanding these values is crucial for companies aiming to retain top talent.
In Malaysia, discussions around changing the retirement age have also raised important considerations. Businesses need to address the needs of older employees as well. Many older workers are eager to enhance their skills, especially in a world increasingly influenced by artificial intelligence (AI). Platforms like OpenAcademy — which provides a range of online courses and training programs tailored to various skill levels — can assist companies in nurturing a diverse workforce. Creating an inclusive learning environment benefits all generations and helps organizations remain competitive.
This article explores the importance of such initiatives, particularly in light of recent findings that highlight employee preferences for professional growth.
Strategizing career paths for the next generation
For younger generations, especially Gen Z and Gen Alpha — developing clear career strategies is more important than ever. Why is that so? Reports by the World Bank show that 26.9 percent of graduates in 2022 did not fully utilize their skills — marking a leap from 8.6 percent in 2010. This misalignment can hinder their career progression and affect future employment opportunities.
The first job represents a pivotal moment in a young professional’s career, often setting the tone for future opportunities and growth, making it essential for young individuals to seek roles that not only align with their skills but also resonate with their personal aspirations and values. To support this journey, comprehensive career guidance programs and mentorship opportunities play a vital role in equipping them with the necessary tools to navigate the complexities of the job market.
Platforms like LinkedIn are particularly valuable in this regard, offering a wealth of information and networking opportunities that enable young talent to approach their job choices with confidence and strategy. By fostering a supportive environment and providing the right resources, we can help shape the next generation of professionals, ensuring they embark on fulfilling and successful career journeys.
Emphasizing transparency and market awareness
Another key component of developing clear career strategies for young professionals in Malaysia is to leverage resources that promote salary transparency and market awareness. It might sound like a cliché — but it is shocking how many young graduates fail to understand what the market demands and how much these companies are paying their workers. In fact, the Malaysia Salary Guide 2023 indicates that many graduates earn below the living wage of RM2,700 — reflecting a growing disparity in compensation.
Platforms such as Glassdoor and JobStreet provide valuable insights into industry standards and average salaries, helping individuals understand their worth in the job market. By utilizing these resources, individuals can better understand their worth in the job market, empowering young professionals to make informed decisions regarding job offers and negotiations. In conjunction with these tools, the Budget 2025 proposal includes initiatives aimed at increasing the minimum wage and enhancing financial literacy programs, both of which are crucial for young workers. By equipping them with this knowledge, young professionals can navigate their career paths more effectively, ensuring their skills and contributions are recognized and rewarded. Understanding these interconnected dynamics not only aids in personal growth but also contributes to a more equitable job market.
Picture two companies — one that merely offers competitive salaries and another that invests in its employees’ futures through comprehensive training programs. The second company not only develops a highly skilled workforce but also creates a culture of loyalty and engagement. Employees who feel supported in their development are more likely to become advocates for their company, sharing their positive experiences with potential recruits.
To integrate continuous learning into employee development strategies, companies should start by identifying the unique needs of their workforce. Conducting surveys or feedback sessions can provide valuable insights into areas where employees seek growth. Offering diverse learning options, such as digital courses, mentorship programs, and hands-on workshops, can significantly enhance engagement.
Looking ahead: Building a future-ready workforce
As the workplace continues to evolve and the demand for skilled talent increases, prioritizing continuous learning will be vital for fostering a committed and engaged workforce. Companies that invest in their employees’ development will not only improve retention rates but also secure long-term success in an increasingly competitive market. A commitment to continuous learning is not just an investment in employees — it is an investment in the future of the organization.
Organizations must embrace the changing landscape of employee expectations. By prioritizing continuous learning and creating a supportive environment, companies can cultivate a loyal workforce ready to adapt and thrive in the face of new challenges. Investing in employee growth today is a strategic move that pays dividends for the future, and partnerships with organizations known for their commitment to continuous learning and professional development, can enhance these efforts significantly.
Celine Ting is the Co-founder and Managing Director of OpenAcademy, the education subsidiary of OpenMinds. She has led digital projects across various industries including fashion, eCommerce retail, telecommunications, F&B, and banking. Her experience within the digital space enabled her to assist brands in developing digital strategies and up-skilling digital competencies which has led her to the education industry and now into the e-learning industry with the OpenAcademy App. She believes that anyone is able to make an impact with the right help. In order to continuously enable learning, she speaks and mentors at various events held by universities, startup events, and corporate companies.
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