In a competitive job market, fostering innovation and providing career growth opportunities are key to retaining employees, according to a new survey on employee loyalty. The research, conducted by Courseplay, an international learning experience platform of the CIEL HR Group, explored factors influencing long-term commitment among professionals across various sectors and seniority levels.

The survey, titled Key Drivers of Employee Development and Longevity, gathered responses from over 650 professionals. It found that employees across career stages prioritize different aspects of professional growth, but a common theme emerged—learning and career advancement play a pivotal role in retention.

For senior professionals, career growth is the most critical factor in staying with a company, with 49% emphasizing the importance of structured career development pathways. Meanwhile, 52% of entry-level employees highlighted continuous upskilling and training opportunities as key to their loyalty. For mid-level employees, taking on new responsibilities and access to training that facilitates career progression were essential, with 60% identifying these factors as primary drivers for long-term commitment.

The MD and CEO of CIEL HR, emphasized the role of structured career development in enhancing employee engagement. “Robust learning opportunities not only drive individual fulfillment but also contribute to organizational success. When employees feel recognized and supported in their career journeys, their loyalty and engagement naturally follow.”

The findings align with a broader trend in talent management, where companies are increasingly prioritizing skill development over traditional compensation-based retention strategies. Mansee Singhal, careers leader at Mercer, notes that career growth and learning opportunities are becoming key differentiators. “Beyond salary and benefits, employees today seek organizations that offer strong skill-building frameworks, managerial training, and leadership development. Many companies are now designing in-house training programs tailored to specific technologies and domains rather than hiring externally,” she said.

One of the main drivers behind this shift is the rising cost of employee turnover. As the shelf life of skills continues to shrink and technology evolves rapidly, organizations are investing more in training initiatives to build a resilient talent pipeline. By doing so, companies ensure their workforce remains relevant while reducing recruitment costs associated with attrition.

Training programs are also evolving beyond technical skills. Many organizations now focus on a blend of job-related and behavioral skills, helping employees transition into leadership roles. These programs not only enhance job performance but also create a workplace culture that fosters long-term commitment.

While the survey was conducted by an India-based firm, its insights hold relevance for companies in Australia and New Zealand, where skill shortages and retention challenges are key concerns. Organizations in the region are increasingly adopting similar strategies, recognizing that fostering a culture of continuous learning is essential for employee retention and long-term business success.

As the job market continues to evolve, companies that invest in structured career development and upskilling initiatives will have a stronger advantage in retaining top talent. Providing clear growth pathways and a culture of learning may well be the defining factor in securing employee loyalty in the years ahead.