“I stayed because they believed in my growth.”
That simple sentence—shared by a participant of a R.E.D. session—captures the heart of modern retention. Today, people don’t just stay for salaries or perks. They stay when they feel seen, supported, and when they can envision a future within the organization.
Career growth is no longer a nice-to-have—it’s a must-have. It’s why people join, why they stay, and ultimately, why they thrive.
Through the lens of R.E.D. sessions, we’re seeing a powerful shift: HR leaders are no longer treating internal development as an afterthought. They’re placing it at the center of their talent strategy.
So, what does that look like in practice?
Growth Is a Measurable Metric—Not a Buzzword
One of the most effective strategies we’ve seen? Tying growth goals directly to performance reviews.
When development becomes part of how success is measured, it sends a powerful message: Your career matters here.
Whether it’s adding a section to 1:1 check-ins or incorporating L&D milestones into annual evaluations, the goal is the same—make growth visible, trackable, and real.
Employees with clear growth plans are 2.5x more likely to stay at their company. (Source: LinkedIn Learning Report, 2023)
Internal Mobility > External Recruiting
Hiring great people is important. But keeping them is where the real impact happens. When employees know they can grow without leaving, they’re far more likely to stay engaged and committed.
That’s why organizations represented in R.E.D. sessions are turning inward—highlighting internal job opportunities, offering stretch assignments, and building cross-functional career paths.
75% of employees say they’d stay longer if they had more internal mobility. (Source: Gartner HR Research)
Personalized Learning Paths Drive Real Progress
Forget one-size-fits-all training. High-impact development is tailored, role-specific, and aligned with career stages.
Think of it as a GPS for growth: each path includes core skills, curated resources, and key milestones to help employees see where they’re headed—and how to get there.
The result? More engagement, less guesswork, and clear movement across the organization.
Mentorship Makes It Stick
One of the most overlooked accelerators of growth? Peer mentorship.
From cross-functional matchups to mentoring pods, R.E.D. participants are building mentorship into their strategy—not as an extra, but as a key part of the culture.
Employees with mentors report stronger clarity, higher confidence, and a deeper sense of belonging.
They’re also more likely to be promoted and more satisfied in their roles. (Source: Why Mentorship Matters)
Bottom Line: Growth Isn’t a Perk—It’s a Promise
If you’re serious about retention, engagement, and performance, ask yourself:
How easy is it for someone to grow here—really?
At R.E.D., we believe the companies that win long-term are the ones that invest from within.
Ready to take the next step?
Join an upcoming R.E.D. session to explore real-world strategies for building growth into your culture—from mentorship to mobility, and everything in between. Contact us!
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