Are We Helping Employees Grow—Or Just Checking a Box?

Career growth is one of those things companies love to talk about. “We invest in our employees,” “We offer leadership opportunities,” “We provide mentorship programs.” But are these initiatives actually what employees want—or just what companies think they should offer?

At Mosaic Consulting Group, we dug into this question by polling professionals on LinkedIn. The results? The traditional approach to career development might need a serious update. Let’s break it down.

The Truth About Mentorship: Do Employees Really Want It?

For years, mentorship has been a staple of career development programs. Pair an employee with a seasoned professional, let them learn the ropes, and watch them grow. Sounds perfect, right?

Yet, our poll showed mentorship wasn’t the top choice. Could it be that today’s workforce doesn’t need—or even want—formal mentorship? With access to unlimited online resources, professional networks, and self-directed learning, employees may prefer quick, specific advice over long-term guidance.

So instead of pushing structured mentorship programs, companies might find more success by fostering a culture where mentorship happens naturally—through project collaborations, quick check-ins, and open-door policies where employees can seek guidance when they actually need it.

Leadership Tracks: Not Everyone Wants to Be a Boss

For decades, career growth meant climbing the management ladder. Get promoted, lead a team, move up. Simple. But what happens when employees don’t want that path?

Many professionals today are more interested in mastery than management. They want to grow their expertise, take on meaningful projects, and develop in ways that don’t necessarily involve leading others.

So why is leadership still treated as the ultimate career goal? Instead of funneling everyone into management roles, organizations should offer alternative growth tracks—ones that focus on specialization, innovation, or cross-functional collaboration.

Skill Development: Employees Want It, But Are We Delivering?

No surprise here—skill-building ranked as a top priority. Employees know that staying relevant means continuously learning. The challenge? Most companies still rely on outdated learning models.

Endless e-learning modules? Too passive. One-off workshops? Quickly forgotten. The best way to build skills is through real work experiences. Organizations that integrate learning into everyday tasks—by assigning stretch projects, offering rotational opportunities, or providing access to on-demand, bite-sized training—will have a workforce that’s constantly evolving.

Task Autonomy: The Secret to Motivation?

If there’s one thing employees consistently crave, it’s autonomy. No one wants to feel like a cog in a machine, waiting for approval on every small decision. Having ownership over work leads to higher engagement, better performance, and stronger job satisfaction.

But autonomy doesn’t mean “hands-off.” Employees still need structure, support, and clear expectations. The key is finding the balance—offering freedom within a framework, where employees have the space to make decisions while knowing leadership is there when they need guidance.

The Future of Career Growth: What Needs to Change?

Career development isn’t one-size-fits-all. If companies want to retain and engage top talent, they need to:

• Ditch rigid mentorship models in favor of flexible, on-demand guidance
• Offer growth paths beyond management to fit different career aspirations
• Integrate skill-building into daily work rather than relying on outdated training
• Foster autonomy while maintaining a strong support system

At Mosaic, we work with businesses to rethink career development strategies, ensuring employees get the growth opportunities they actually want—not just what looks good on paper.

Curious how we can help your team thrive? Learn more about our HR outsourcing solutions and let’s build a workplace where employees can grow their way.