Have you ever heard of employee development talks? Or better, have you ever had one yourself? Whether you have or not, there is a lot to discuss about why employee development talks are beneficial to hold and how companies can make the most of them.
Development talks have always played a role in how companies approach growth and retention. But just like the work itself, these conversations are constantly changing, shaped by new expectations, new tools, and new ways of thinking about what it means to develop talent. And this year, this is no different.
Why development talks matter
Through the years, employee development talks have moved on from being just about evaluating past performance. They now represent strategic, data-driven conversations that support employee growth, strengthen engagement, and directly influence retention. As the expectations of today’s workforce evolve, companies must also evolve how they support professional development. Done well, these conversations become one of the most powerful tools a manager has.
According to our Nordic HR Report, 65 % of candidates shared that it is very important for them to have development opportunities at work. Similarly, 67% told us it affects their motivation if there is not a clear plan or process for that development to happen.
And that is exactly where development talks come in.
They offer a clear and organized way to check in on personal progress, align individual ambitions with team and company goals, and identify skills that need to be developed to meet future challenges. Rather than being reactive or administrative, they are an opportunity to build long-term engagement and prove to employees that their growth is taken seriously.
But to do that effectively, they need to be consistent, personalised, and embedded into your overall people strategy – not treated as a standalone HR initiative. How?
Shift the mindset: from performance review to growth planning
Once seen mainly as a tool for evaluating past performance, development talks are increasingly being redefined as a space for forward-looking planning and continuous growth. In 2025, this shift is no longer optional, but necessary. This requires a fundamental mindset shift from evaluation to enablement.
Employees increasingly want to understand not just how they are doing, but where they can go next. Development talks are the ideal space to align individual goals with the strategic goals of the business.
That means:
- Asking open-ended questions like “What do you want to get better at this year?” or “What support do you need to get there?”
- Focusing on strengths and potential, not just KPIs
- Exploring cross-functional interests or internal mobility paths
This reframing helps development talks serve as catalysts for learning, movement, and motivation rather than just simply feedback or reflections on past KPIs. Not to say feedback is not important or should not be given, as the contrary is true, but feedback alone is simply no longer good enough.
For companies and managers, this means:
- Helping employees see realistic, motivating growth paths inside the company
- Identifying which skills or experiences can prepare them for future roles
- Connecting individual goals to broader team and company direction
Make development conversations continuous
One of the most common challenges is the infrequency of meaningful development talks. A single annual conversation is not enough to meet employee expectations for feedback and growth support.
According to our Nordic HR Report, the two most common reasons employees consider leaving a role are poor management and not feeling heard or valued. Development talks, when done right and done regularly, directly address both.
Consistency builds trust. When conversations about growth become part of the everyday rhythm rather than a once-a-year formality, employees are more likely to share concerns, track progress, and stay engaged in their own development. It also helps managers stay connected to shifting goals, skills, and motivations, especially in fast-moving organizations where priorities can change quickly.
Companies that embed development into the regular rhythm of check-ins, team planning, and goal-setting are better equipped to catch and respond to early signs of burnout, disengagement, or a readiness to take on more responsibility. These signals are critical, as they directly impact how supported, motivated, and productive employees feel. And ultimately, they influence whether someone chooses to stay and grow within the company or leave it.
Helena Wahlberg Röhl, HR Product Manager
Equip managers with the right tools and training
No matter how well-designed a development process is, its success depends on how well it’s delivered. And in most cases, that delivery sits with managers.
Yet, many managers don’t feel confident leading these conversations. They may lack the structure, the training, or simply the language to make development talks meaningful. This is a gap companies can’t afford to ignore, because when development conversations fall short, so does employee engagement.
That’s exactly why we’ve built a solution to support this at every level. With Talentech’s Development Talks module, the process becomes fully digital, structured, and easy to manage for managers, employees, and HR alike. How does it work?
- Managers get a clear and structured overview of the preparation, the talk, and the plan forward for each employee. With one single place to manage conversations and get the full progress overview, it is easy to stay on top also when there's a big number of conversations to be had. They can take private notes, access employee input before and during the talk, and be automatically reminded when an action is required.
- Employees can track the progress of their own talk, prepare and answer questions directly in the system, revisit previous agreements, and receive email reminders — all in one intuitive interface.
- Meanwhile, HR gains full visibility across teams and departments, can create structured development cycles, and ensure alignment with company goals through standardized templates and timelines.
If we want development talks to actually lead to development, we need to remove the friction around them. Our tool helps companies do exactly that – by giving structure to the process and making it easy for managers and employees to follow through.
Helena Wahlberg Röhl, HR Product Manager
Learn more about how Talentech supports development talks HERE.
What's next?
In 2025, employee development talks should be a given. When embedded into company culture, supported by the right tools, and led with intention, these conversations help employees grow, managers lead more effectively, and organisations retain the talent they need to succeed.
Whether you're looking to improve how development talks are held or starting to formalise the process for the first time, now is the time to act. The companies that invest in structured, meaningful development conversations today will be the ones shaping tomorrow’s most engaged and capable workforces.
