by Mariia Shevchenko, CEO at Amy – Amy | Human potential platform
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Author: by Mariia Shevchenko, CEO at Amy

Leadership: Cultivating a Growth Mindset for Organizational Growth

Posted on by by Mariia Shevchenko, CEO at Amy

Effective leadership matters now more than ever. Leaders who adapt not only in strategy but in communication and approach to challenges win. At the core of strong leadership is the growth mindset. Believing that skills can be developed through effort keeps teams learning, iterating, and moving forward. It’s what separates stagnant teams from thriving ones, as being a good leader means creating an environment where people and businesses grow together, not just making better decisions. 

This article outlines:

  • Growth mindset vs. fixed mindset meaning and differences
  • Benefits of growth mindset for leadership development and organizational growth
  • Growth mindset and leadership development strategies, highlighting adaptive leadership skills and areas of development for leaders

Growth mindset vs. fixed mindset

Our mindset shapes how we perceive and develop our abilities. 

Psychologist Carol Dweck introduced the idea of fixed and growth mindsets. A fixed mindset sees intelligence and talent as set in stone, leading to fear of failure and avoiding challenges. A growth mindset believes skills improve with effort and learning, driving persistence and progress. Dweck’s research shows how these mindsets impact motivation, resilience, success in work, education, and leadership.

Main differences:

1. Born with it or built it?

  • Fixed mindset: Thinks talent is something you are born with. Avoids feedback, resists growth. 
  • Growth mindset: Sees skills as something you build. Puts in the work, learns from mistakes. Loves new challenges, expands their skill set. 

2. Stuck or scaling?

  • Fixed mindset: Sticks to what they are sure of. Relies on strengths instead of stepping into the unknown. Aims for perfection, not progress. Stays in their comfort zone to avoid looking bad.
  • Growth mindset: Always looking to improve. Pushes for better, not just familiar. Doesn’t mind looking like a beginner. Knows growth comes from trying.

3. Failure: threat or tool?

  • Fixed mindset: Avoids failure like the plague. Won’t try if there is a risk of messing up.
  • Growth mindset: Sees failure as part of the process. Tries, fails, learns, repeats.

Why a growth mindset matters for organizational success

  • Increased resilience. Organizations that prioritize continuous learning and adaptability are more equipped to navigate change, with employees seeing challenges as temporary and solvable. 
  • Better performance. By focusing on learning and development, organizations improve employee performance, motivating individuals to grow their skills and contribute to business success.
  • Higher engagement and retention. Meaningful growth opportunities cultivate greater employee engagement and retention by offering pathways for professional development.
  • Enhanced innovation. A growth mindset empowers employees to take risks and explore new ideas, fueling innovation within a culture that values experimentation and creativity. 
  • Sustainable progress. Where ongoing improvement becomes the norm, teams adjust to evolving circumstances, leading to sustained, lasting results.

HR and L&D professionals can guide leaders to approach change and innovation as growth chances, not threats. After all, a growth mindset begins with leaders whose behaviors and attitudes frame the organization’s overall approach to growth and change.

Growth mindset starts with leaders

The growth mindset is central to effective leadership. Leaders with a growth mindset build employee resilience and encourage learning from failures. They inspire their teams to constantly strive for improvement. In contrast, a fixed mindset limits progress by seeing abilities as static. 

If a leader embraces challenges, views setbacks as opportunities for growth, and seeks feedback, a team will too. Stay stuck in a fixed mindset, and growth stalls—both for a leader and an organization.

Identifying fixed mindset traits in leaders with a business leadership expert

The image of a career coach at Amy

“How to identify fixed mindset traits in leaders? Here are the main takes:

  • Fear of failure and avoiding risks
  • Resistance to feedback and constructive criticism
  • Viewing talent as static rather than developable
  • Feeling threatened by others’ success
  • Perceiving change and new experiments as a threat”

Jane Klymenko, a career expert at Amy with 10+ years of coaching experience and the main area of expertise in Work-Life Balance

How leaders develop a growth mindset

  • See failure as feedback and challenges as an opportunity. Every misstep is a lesson. Learn and move forward.
  • Develop self-reflection habits. Regular reflection on successes and areas for improvement helps build adaptability.
  • Ask for input. Great leaders listen a lot and value others’ perspectives.
  • Push your limits. Growth happens outside the comfort zone.
  • Keep learning. Leadership training, mentorship programs, microlearning, or other upskilling formats sharpen skills. 

How leaders cultivate a growth mindset in teams

  • Make learning the norm. Effort and improvement matter, not just results.
  • Make risk-taking safe. Reward learning, not just success.
  • Coach, don’t micromanage. Help people grow, not just execute.
  • Recognize progress. Small wins drive big changes. Recognizing progress leads to persistence and resilience.
  • Promote a “fail fast, learn faster” environment. Popularized in startup culture, “fail fast” means rapid experimentation with short feedback loops. Leaders encourage testing ideas in small, low-stakes ways so teams can pivot early and reduce costly mistakes down the line. When failure is expected (and respected), innovation speeds up.

Why take leadership development programs and leadership coaching?

Leadership development programs provide broad, structured techniques for leadership growth, while leadership coaching offers a personalized, focused experience for individual growth and problem-solving. Both of them develop effective leaders, but they differ in approach.

  • Leadership development programs are group-oriented initiatives aimed at building a broad skill set in leaders. They center on areas like strategic thinking, decision-making, and team management and are typically longer-term with standardized content for all participants.
  • Leadership coaching is a tailored, 1:1 approach that addresses an individual’s specific career goals and challenges. Leadership coaching helps leaders identify their strengths and areas for development. It directs attention to personal growth, skill-building, and overcoming obstacles, with a flexible duration and interactive, feedback-driven sessions.

Leadership development programs and leadership development coaching give leaders the tools and strategies to keep moving forward. They help leaders develop self-awareness, adaptability, and a willingness to learn from feedback and mistakes. Leadership development initiatives also boost confidence—provide clarity on leadership style and strengthen relationships through enhanced emotional intelligence. 

5 essential skills of an adaptive leader, according to a business leadership expert

The image of a career coach at Amy

“Essential leadership skills:

  • Vision and strategic thinking: effective leaders set clear long-term goals and align their teams accordingly.
  • Emotional intelligence: self-awareness, empathy, and social skills improve team dynamics.
  • Resilience: the ability to navigate uncertainty and remain solution-oriented.
  • Accountability and integrity: leading by example fosters trust and credibility.
  • Adaptability and innovation: staying open to new ideas drives growth and competitiveness.

How leaders can cultivate these skills:

  • Coaching and mentoring: personalized coaching accelerates leadership development.
  • Feedback culture: regular constructive feedback supports continuous improvement.
  • Mindfulness and self-regulation: emotional control enhances decision-making and interpersonal relationships.
  • Networking and learning communities: exposure to diverse perspectives broadens leadership capacity.”

Jane Klymenko, a career expert at Amy with 10+ years of coaching experience and the main area of expertise in Work-Life Balance

Try Amy to unlock leadership potential with a growth mindset

A growth mindset is a strategic advantage. Organizations that adopt this mindset create engaged and forward-thinking teams. By using data-driven L&D programs like Amy human potential platform offers, leaders can build an environment where employees thrive, contributing to long-term business results. Amy provides self-assessments for employees and targeted coaching for leaders to embrace challenges, nurture innovation, and shape sustainable organizational growth.

Why choose Amy?

  • Growth-oriented, personalized coaching programs designed for leadership transformation
  • Analytics-driven insights for leaders to identify teams’ strengths, issues, and opportunities

Check how Amy can help shift your approach to employee development and company growth. Unlock leadership potential with the right mindset—specifically a growth mindset—because this is where strong leadership begins.

What Is Employee Engagement and How to Evaluate It

Posted on by by Mariia Shevchenko, CEO at Amy

Employee engagement is the backbone of a company’s success. It reflects how involved and enthusiastic employees are about their jobs and workplace—when they are dedicated, they work better and produce more. Low engagement, however, costs the global economy $8.9 trillion, or 9% of global GDP by Gallup estimates.

High engagement sparks productivity, cuts turnover, and lifts business performance. But many companies struggle to keep it up, especially under pressure. That’s why we will look at the drivers of employee engagement with employee engagement statistics and strategies to strengthen it. To start, let’s define employee engagement.

What is employee engagement?

Employee engagement equals employee motivation plus the commitment to perform their work best. It’s not the same as employee happiness or employee job satisfaction. In this case, employee engagement means productivity specifically and a deeper connection to work, team, and organization overall. 

Employee engagement is an employee’s involvement in their role and the goals a company aims to achieve. 

Benefits of employee engagement

Engaged employees are more likely to show up, stay, and contribute, which translates to:

  • Higher attendance rates, as engaged employees take fewer days off.
  • Increased performance across teams.
  • Stronger employee retention, especially in organizations with high turnover.
  • Greater stability in low-turnover organizations, where engagement has an even stronger impact.
  • More revenue for a company as, per the Gallup research, engaged teams are 23% more profitable than teams with low engagement.

What drives employee engagement?

Employee engagement is fueled by motivation and a sense of connection. Motivation, in particular, aligns with Dan Pink’s theory of autonomy, mastery, and purpose: 

  • Control over tasks and decision-making lead to better employee performance.
  • Continuous learning and development opportunities keep employees engaged in the long term. Employees thrive when they do activities that offer growth in addition to matching their strengths. Research from Cambridge shows that confidence in achieving career objectives is one of the strongest drivers of employee engagement.
  • Meaningful work and understanding how it contributes to organizational goals build up employee commitment. They can link personal meaning with broader impact.

In turn, a sense of belonging starts with trust in leadership and how they cultivate a positive workplace culture. Employees are more engaged when they see their leaders genuinely care about them. But only 28% strongly agree that leadership prioritizes their health and well-being, highlighting a critical gap that organizations need to address.

How to measure employee engagement? 

According to the Gallup employee engagement statistics, 23% of employees globally are engaged, while 15% remain actively disengaged. Measuring employee engagement reveals how connected and motivated your workforce is. It’s not as simple as tracking turnover or performance, but the right approach gives a clear picture of engagement levels. 

  • Employee engagement surveys. The most direct way to measure engagement. Here, you can mix open-ended and scaled questions to get details. You can cover multiple aspects of the employee experience, including job satisfaction, leadership, culture, growth opportunities, and well-being, for example, “Do you feel a sense of purpose in your work?” or “Do you receive regular and constructive feedback from your manager?”.
  • Net promoter score (eNPS). “How likely are you to recommend this company as a great place to work?” The score categorizes employees as promoters (9-10), passives (7-8), or detractors (0-6) and gives a numerical score to track overall mood.
  • Absenteeism and turnover. High absenteeism and turnover are red flags. These metrics identify disengagement and problem areas that need attention.
  • Focus groups and listening interviews. In addition to surveys, direct feedback from focus groups or interviews shows patterns in employees’ experiences. Focus groups surface broader themes while listening interviews reveal the personal stories behind them. Both are essential: groups highlight common challenges, and interviews provide depth. These discussions help uncover underlying issues because of interaction among participants that surveys may miss. 
  • Feedback culture. Encourage managers to regularly seek feedback from their teams. With two-way communication, employees feel heard and valued. The ongoing feedback loop brings to light difficulties, supports continuous improvement, and strengthens engagement by involving employees in decision-making and problem-solving. 

Measuring employee engagement is like taking a pulse check on your workforce. Tools like employee surveys, eNPS, and turnover rates help you track engagement levels, while focus groups and interviews provide deeper insights. These methods give a clear picture of how employees feel, act, and connect with their work.

Improve employee engagement with Amy

Businesses with highly engaged teams see significant improvements in attendance, productivity, and retention. Cultivating a high level of employee engagement starts with meaningful development. Amy helps you get there. Our human potential platform connects employee development with business goals, making growth a natural part of work. With science-backed coaching, Amy equips leaders and teams with the skills to stay motivated, aligned, and productive. It plugs into your existing systems, offering personalized support that keeps employees challenged and committed. 

When people feel valued and see their impact, engagement skyrockets. Improve employee engagement with Amy—where growth meets performance. 

Measuring Employee Performance: Data-Driven Analytics and Best Practices

Posted on by by Mariia Shevchenko, CEO at Amy

Employee performance shows how well employees are doing their jobs and contributing to company goals. It refers to the results people deliver, like quality of work, meeting deadlines, customer satisfaction, and others.

Regular employee performance assessments help companies spot gaps to prevent risks from escalating and offer development opportunities. But to accurately assess employee performance and take further steps, data-backed metrics are essential.

The importance of measuring employee performance

Employee performance data gives a solid reference for objective feedback and not only. It can be the basis for engagement and productivity improvements. Employee performance data also helps define:

  • Individual expectations and their fit with the company’s objectives 
  • Growth needs and support required
  • High performers to reward their efforts 
  • Grounds for promotions and pay increases 

Data-driven analytics, or data over opinions 

A data-driven approach to employee performance measurement opens the door to:

  • Clear, objective rating criteria
  • Open, honest conversations with actionable feedback for professional development or better engagement
  • Patterns that help predict potential resignations based on engagement trends
  • Understanding which learning and training programs are successful 

Data-driven performance measurement gives tangible benefits. You tackle bias and combine quantitative data with qualitative manager insights. You match metrics with business goals by linking individual and team performance to organizational objectives. Finally, you promote transparency through visible analytics. 

Still, while data is extremely valuable, it cannot be the sole lens through which performance is viewed. Human relationships and personal contexts matter. A dip in performance may stem from personal challenges rather than a lack of ability or engagement. HR professionals and team leads must develop the ability to balance data-informed decisions with empathy and intuition—recognizing when to trust the numbers, and when to dig deeper.

Employee performance metrics examples

Effective performance measurement requires relevant metrics, clear KPIs, and the right tools to track progress, highlight development areas, and make data-driven decisions. Among the useful metrics for evaluating employee performance are:

  • Productivity: project completion rates vs. deadlines
  • Quality of work: error rates and revision frequency
  • Goal achievement: OKRs and individual vs. team goal completion
  • Employee engagement and satisfaction: eNPS, survey-based engagement scores, absenteeism, and turnover rates
  • Skills development and learning: training completion rates and post-training performance improvement
  • Work behaviors: collaboration effectiveness, like team feedback scores or peer reviews, and responsiveness to feedback, like implementation rate of feedback or performance improvements

KPIs to measure employee performance

While metrics are general measurements of performance that track activities but don’t always indicate success, KPIs are specific, strategic employee performance indicators that measure progress toward a business goal. 

KPIs must be focused, actionable, and tailored to employees’ roles and the company structure. The best ones are:

  • Aligned with business goals
  • SMART (Specific, Measurable, Achievable, Relevant, Time-bound)
  • Balanced, combining numerical performance with qualitative assessments
  • Flexible—regularly reviewed and adjusted to remain relevant.

For example, your employee could aim to reduce the error rate to under 10% within the next 3 months by focusing on attention to detail, or increase the number of tasks completed per week from 10 to 12 within the next quarter.

Tools for measuring and tracking KPIs 

Once metrics are set and turned into KPIs, here come often relied-upon tools to track and measure these values:

  • 360-degree feedback
  • Engagement surveys
  • Performance management software
  • Data analytics platforms

Best practices for measuring employee performance

  1. Set clear goals and relevant KPIs. Ensure KPIs align with both employee expectations and business strategy.
  2. Follow balanced metrics. Combine quantitative metrics, like project completion, and qualitative metrics, like self-assessments, to get a complete view of performance.
  3. Use performance and development management tools and integrate them into your existing systems. With analytics software, tracking becomes seamless. For example, you can add the Amy human potential platform as an employee development tool to your HR toolset, as it smoothly integrates with systems without disrupting workflows. 
  4. Give real-time feedback. Annual reviews become outdated compared to a proactive feedback culture. Continuous feedback stimulates ongoing improvement. For this reason, provide your employees with regular check-ins and performance discussions. McKinsey’s survey shows that 20% of people with no development conversations felt motivated by performance management, while 77% of people receiving ongoing feedback did. In addition, feedback-oriented leaders improve team performance by 27%. Constructive feedback helps teams grow and align with goals.

Try Amy data-driven analytics to boost employee performance

To calculate and track employee performance metrics, performance management software with data analytics can assist. Still, KPIs for employee performance are closely tied to employee engagement, productivity, and career growth. 

While performance management software tracks the results people deliver, employee development software focuses on the reasons and the process behind them. This type of tool addresses career challenges and growth and stands as a helpful addition to analyzing employee behavior and related metrics. It answers the questions “why” and “how.”

Amy human potential platform uses academic and scientific approaches for impactful employee development based on data and proven methodologies. The platform’s core is your people’s career development and well-being. They can overcome obstacles like low productivity or unlock their potential. As an HR specialist or manager, you track their progress in microlearning and development, measure results, and show ROI with data-driven tools. 

Amy human potential platform delivers:

  • Company, team, and individual goals setting and progress tracking
  • Personalized development aligned with your organization’s needs in the form of self-assessments, follow-up resources, and coaching sessions to ensure ongoing employee growth
  • Real-time insights on employee development areas

With dashboards, data analysis, and ongoing feedback, you assess and impact employee development and, in turn, employee performance. 

Measure and improve employee performance right

Performance measurement should bring clarity, not complexity. With the right KPIs, tools, and reviews, HR professionals can optimize workforce performance. Setting clear expectations, using balanced, data-backed metrics, providing continuous feedback, and leveraging technology all contribute to individual and organizational success. To take these efforts further and enhance performance outcomes while prioritizing employee growth and well-being, integrate Amy into your existing systems. Then, be sure progress is tracked with purpose.

6 Reasons Employees Disengage from Learning and Development Programs—And What You Can Do About It

Posted on by by Mariia Shevchenko, CEO at Amy

To build a skilled, motivated, and adaptable workforce, companies must invest in Learning and Development (L&D) programs. But for professional development to keep employees engaged, it needs to be meaningful and relevant. 

When employees are engaged in learning, they progress faster, perform better, and drive stronger business results. This article explains what makes learning experiences stick, how to design L&D programs that resonate, and which strategies turn passive participation into active growth. 

Reasons for employee disengagement from L&D programs

Engagement in L&D breaks down when there is a gap between what employees need and what companies provide. The disconnect comes from missing the mark on employees’ goals, skills, and learning preferences. The solution isn’t guesswork—it’s communication and understanding. And understanding why employees disengage from L&D initiatives can help HR and L&D managers design better, more effective programs. To close this gap, organizations should align learning and development with employees’ real needs, making experience relevant, practical, and engaging. This means tailoring training to individual career pathways, integrating hands-on learning, and using data to refine L&D programs—ensuring employees see value in their development.

1. Training feels disconnected and forced 

Employees won’t engage if they don’t get how the training applies to their day-to-day work and real-world tasks. For example, if an L&D program doesn’t keep up with industry trends, like AI or ML, it risks being outdated. Mandatory, uninspiring training can feel like a chore rather than an opportunity. 

Plus, employees may not always consider training essential. Be clear about the broader L&D strategy. Sharing the big picture helps employees understand why each course matters and how it fits their growth. 

2. One-size-fits-all training 

Traditional L&D programs often offer generic training. Generic training programs fail to resonate with employees because of the lack of personalization, leading to low participation and impact. Employees lose interest when learning doesn’t match their specific roles or skill gaps. When L&D programs provide personal value—guiding employees to grow, advance, and succeed—engagement follows. 

3. Lack of career alignment 

If employees don’t see how L&D efforts contribute to their career progression, motivation drops. Learning and development initiatives become vague and lose purpose, leaving them questioning, “What’s the point?”. 

If training lacks clear career pathways to promotions or new opportunities, participation decreases. Without a specific “What’s in it for me,” such as gaining leadership skills for a managerial role or mastering technical expertise for engineering career advancement, employees tend to view learning as another task rather than a valuable investment in their future.

4. Time-consuming training with too much information

Employees disengage when training sessions are incompatible with their schedules. Long training sessions can be a burden, especially for busy employees balancing multiple responsibilities. Dense training sessions overwhelm employees and make retention difficult. 

5. Lack of managerial support and engagement

Ineffective corporate initiatives often have one thing in common: leadership’s failure to actively promote the plan. If managers and executives don’t support or advocate for training programs, employees won’t prioritize them.

6. Lack of measurable outcomes

L&D programs usually struggle because the goals of these programs are broad and their success is measured by numbers that look good but reveal little about actual impact. Without well-defined, measurable outcomes, programs miss direction, and employees disengage, unsure of what they are supposed to gain. They may feel their learning efforts don’t yield benefits. 

Ways to engage employees in L&D programs 

To succeed, an L&D strategy should be in sync with business objectives, be developed in collaboration with key stakeholders, and address employees’ interests and growth needs. 

Engagement is what truly moves these programs. When employees are actively engaged, they not only participate but also retain and apply their learning. Without strong engagement, L&D efforts risk becoming a formality instead of a rewarding investment. Here, we will talk about the proven ways to engage employees in L&D programs for personal and organizational growth. 

1. Contextual and practical learning

Incorporate role-specific challenges and on-the-job scenarios into training. Give employees chances to put their learning into practice, deepening its value.

2. Personalization and individualized learning paths

Assess and consider individual skills, career aspirations, learning styles, performance history, feedback preferences, and other personal motivations. Adjust the learning experience accordingly. 

Solution with Amy human potential platform. Amy helps HR and L&D managers create personalized programs by identifying employees’ unique skill gaps and growth opportunities. Use data-driven insights and coaching to customize training sessions. With Amy, you can develop adaptive learning paths that meet employees’ expectations and development potential.

3. Career-driven development plans

Link L&D efforts directly to employees career growth: 

  • Create personalized employee development plans (IDPs) that connect learning with short-term and long-term career goals.
  • Include pathways for progression by mapping learning to the skills employees aim to develop.
  • Set milestones to ensure learning supports employees at every career stage.

4. Flexible L&D formats like microlearning and coaching

Offer bite-sized, on-demand training instead of long lectures and static materials. Benefit from coaching as a safe space to address career barriers, boost confidence, and shift mindsets. For example, a coach identifies an employee’s leadership potential and recommends targeted coaching sessions rather than broad management courses.

In addition, embed L&D modules into employees’ daily tasks. Encourage on-the-job learning through mentorship or project-based development. Book dedicated time for learning so they don’t have to sacrifice productivity. 

5. Measurable outcomes

Set KPIs considering your organization’s business goals. Track and showcase progress, like training completion rate and retention of knowledge, through self-assessments and performance metrics. Use analytics to measure skill improvement and engagement.

For measurable L&D results, set specific targets instead of broad statements. For example, instead of “boosting productivity,” focus on “mastering time management techniques to reduce meeting overload and improve task prioritization.” Instead of “enhancing communication skills,” aim for “learning how to give clear, constructive feedback in one-on-one meetings.” 

Solution with Amy human potential platform. Amy presents analytics into employee development. HR and L&D managers can demonstrate training impact, keeping employees motivated and engaged. 

6. Leadership involvement and learning culture

  • Encourage managers to actively support learning by setting expectations, offering incentives, and incorporating training into team goals and performance reviews. Make a practice to provide feedback through coaching, follow-ups, and peer discussions.
  • Encourage leadership to participate in and promote L&D programs. 

Solution with Amy human potential platform. Integrating Amy into performance discussions and company goals strengthens the importance of continuous learning. In addition, Amy transforms leaders with coaching for unique needs and science-backed methods for behavioral change, like growth mindset development or creating a culture of feedback and recognition. Build leaders who lead.

Give employees more control over their learning journey with Amy

Simply consuming information isn’t enough to drive real learning and growth.

The 70/20/10 learning model highlights why:

  • 10% of learning comes from formal education—books, courses, and training programs.
  • 20% comes from social learning—mentors, tutors, and the work environment.
  • 70% is experiential—learning by doing, applying knowledge in real-world situations.

The 70% becomes effective when fueled by internal motivation. Without engagement and a personal drive to learn, even hands-on involvement won’t lead to transformation. By making training relevant, HR and L&D managers can create learning experiences that employees value and engage with, falling into 70%. 

Using personalized, flexible, and impact-driven solutions like Amy helps ensure these experiences resonate with employees:

  1. Through self-assessments, Amy empowers employees to identify their skill gaps, giving them the autonomy to select the most relevant development opportunities.
  2. Employees take ownership of their learning journey.
  3. Training contributes to their personal development and the organization’s goals. 

Reshape your training initiatives for better results with Amy.

What Are Healthy Employee Turnover and Employee Retention Rates? 

Posted on by by Mariia Shevchenko, CEO at Amy

The retention rate complements the turnover rate, offering a fuller picture of employee movement. While often confused, they are opposites—employee retention tracks those who stay, while employee turnover measures those who leave. We will take a closer look at both and how they impact a company.

What is the cost of a high turnover rate or a low retention rate?

  • Productivity. High turnover throws work off balance. When people leave, the workload piles up on those who stay. They take on additional responsibilities, burnout rises, and productivity drops sharply. New hires need time to get up to speed. When turnover is high, teams are stuck in an endless cycle of training instead of making real progress.
  • Organizational culture and services. Constant turnover weakens company knowledge, making it tough to keep projects steady and customer service smooth. Not to mention the impact on company culture. High turnover creates instability, lowers morale, and weakens trust in leadership. When employees see continuous departures, doubts about job security and the company’s future grow. This uncertainty breeds disengagement, drops motivation, and pushes rates even higher.
  • Budget. Low retention rates increase hiring and training costs, draining resources that could be better spent on business innovation. It also harms employer branding, making it harder to attract top talent who value stability and a positive workplace culture.

Employee turnover meaning

Employee turnover is the rate at which people quit or are let go from their jobs over a certain period of time. High turnover means a lot of employees are leaving, while low turnover means most employees stay.

Attrition vs. turnover

Both attrition and turnover refer to workers stepping away—but the why and how make all the difference.

  • Turnover is when employees leave, and the company intends to replace them. Dismissals, resignations, and bad job fits fall into this category. High turnover points to disengagement, lack of growth, or management issues.
  • Attrition is when employees leave, but the role isn’t refilled right away (or at all). Unlike turnover, attrition is gradual and can even be strategic. It’s often due to retirements or restructuring.

Turnover disrupts teams and drives up hiring costs. Smart attrition, on the other hand, helps companies refine roles and allocate resources wisely. The goal is to retain the right people and create teams that last.

How to calculate the employee turnover rate? 

The basic formula for calculating turnover: {Employees who left in a year / [(Beginning number of employees + Ending number of employees) / 2]} x 100 = Annual employee turnover rate. 

For example, a company had 500 employees at the beginning of the year and 420 employees at the end of the year. 120 employees left the company. {120 / [(500 + 420) / 2]} x 100 = 28.57%. This means the employee turnover rate for the year was about 28.57%. 

What is a healthy employee turnover rate?

Turnover rates vary by industry, company size, and location. Though excessive turnover usually exceeds 20%, industries with high-demand, low-barrier jobs, such as retail and hospitality, tend to have higher turnover rates, while more stable sectors like healthcare and technology usually aim for lower rates. Eurostat provides statistics per industry and location you can refer to. 

Plus, not all turnover is bad, or more precisely, attrition. Some employees leave as a natural step in their careers, while others retire after years of service. Layoffs and terminations happen, too. But the real problem? Losing top talent because they are unhappy. When high performers walk out due to burnout, lack of growth, or feeling undervalued, it’s a red flag. The focus isn’t to stop turnover entirely—it’s to keep the kind you can’t afford to lose at a minimum.

Employee retention rate meaning 

Employee retention is the percentage of employees who stay with a company over a set period. A high retention rate indicates a stable, long-term workforce, while a low rate suggests frequent turnover.

How to calculate the employee retention rate?

The basic formula for calculating retention of employees: (Number of employees at the end of period − Number of new hires) / (Number of employees at the beginning of period) × 100 = Employee retention rate. The period can be monthly, quarterly, or annually. Let’s measure the annual retention rate. 

For example, a company had 230 employees at the beginning of the year. Over the year, they hired 40 new employees, and by the end of the year, the total number of employees was 250. Employee Retention Rate = (250−40) / (230) × 100=91.3%. This means the employee turnover rate for the year was about 91.3%.

What is a good employee retention rate? 

According to Gallup, 52% of employees globally are watching for or actively seeking a new job. There is no one-size-fits-all number when it comes to healthy retention rates, according to SHRM research. A retail chain won’t have the same retention patterns (average of 63%) as an insurance company (average of 84%). A tech startup might see more turnover than a law firm. The key is to benchmark against your industry and look at why people stay or leave. A high retention rate can signal stability, but if employees stay out of a lack of options rather than engagement, it’s not quite a win. 

Improve your turnover rates and retention rates with Amy

What matters most is the reasons behind the numbers. Retention should mean commitment, not just longevity. Similarly, some turnover is natural if it clears room for new talent and fresh ideas. 

As a result, the focus should be on industry benchmarks, tracking trends over time, and keeping the right people engaged. This is where Amy human potential platform can assist you. We support employees’ well-being and growth, directly impacting retention. Your employees take actionable self-assessments and gain valuable insights through 1:1 coaching. You monitor their progress, analyze the patterns, and reduce turnover.

Upskilling: How to Improve Career Development in Your Organization as an L&D Manager and HR

Posted on by by Mariia Shevchenko, CEO at Amy

Career advancement is driven by skills development. Employees build their expertise, take on new responsibilities, and stay engaged in their roles. Regular learning and upskilling is a win-win for individual growth and organizational success:

  • Employees with the right skills feel confident to face challenges, pursue leadership opportunities, and contribute more effectively to their team. They have a clear path forward.
  • For organizations, promoting a skills development culture boosts employee satisfaction, productivity, and long-term retention. By integrating career development into the company’s learning and development strategy, businesses prepare workers for today’s and tomorrow’s demands. 

This guide will give you actionable strategies to enhance employee career development and focus on how skill improvement can impact employee satisfaction and company success.

Why are career development initiatives so important?

Career advancement is a key motivator for employees, and the absence of growth opportunities is one of the primary reasons people switch jobs. Employees remain loyal to their current employers if provided with learning and development support. 

To retain top talent and build a thriving workforce, companies must empower employees to take control of their career growth, actively act on their feedback, and offer clear, structured roadmaps for career advancement. Well-defined career development within your organization is a strategic necessity in a competitive business environment. Career development translates to:

  • Higher retention rates
  • Increased productivity
  • More engaged teams for organizations 

As an HR or Learning & Development manager, you are central to shaping these opportunities with upskilling programs.

What does upskilling mean?

Upskilling is about learning additional skills to enhance job performance and be ready for new challenges. Upskilling equips employees with the mastery needed for the organization’s current and future success, bridging the gap between existing capabilities and organizational demands. 

Benefits of upskilling programs

  • Career progression. Employees advance within their current roles or explore new positions within the organization when they unlock their full potential and have the right skills. They aim for career growth and personal development. Cultivating a culture of continuous learning helps employees see the company’s commitment to growth, and they are more likely to take the initiative in their development, driving innovation.
  • Ability to adapt to change. As industries change, the workforce needs to keep up to stay relevant in a world that is getting more automated. Teams that constantly build new skills can adapt better when the market shifts. Companies with skilled, flexible employees are ready to handle unexpected challenges, remaining strong and competitive. This says that upskilling isn’t just about making employees more experienced at their jobs. A solid upskilling program helps create a workforce that quickly adjusts to trends, reducing the impact of sudden industry changes.
  • Increased job satisfaction. With better skills, employees can tackle tougher tasks, make the most of cutting-edge technologies, and simply feel happy by trying something new. This not only allows them to perform better but also brings big benefits to organization development, such as enhanced retention and employer brand strengthening. 

Upskilling helps companies adapt to changing market conditions, retain top talent, and build a more resilient workforce. By prioritizing and investing in employee learning and development, companies set the stage for long-term success.

Common mistakes of upskilling programs

Upskilling programs sometimes fail to meet expectations. Recognizing common barriers can lead to more effective HR strategies and L&D strategies that drive employee growth. 

  • Upskilling shouldn’t stand alone. It must connect with performance management and career development. When aligned, employees see how new skills advance their careers and fit organizational goals. Disconnected efforts leave them uncertain about their growth path. Poor integration with daily work, lack of personalized learning plans, and inadequate tracking can slow down or cause upskilling programs to fail. Addressing these issues ensures that initiatives achieve their goals.
    Amy human potential platform ties employee needs to business ones with customized self-assessments, ensuring every L&D investment delivers measurable returns.
  • Upskilling requires regular feedback. Without follow-up, employees might not fully integrate new knowledge, leading to weak outcomes. They might lose interest. Strong support from a manager reinforces learning and ensures development program success. Our platform helps you track progress through regular reports and check-ins to ensure employees are staying on course. With dashboards, data analysis, and ongoing feedback, we adjust goals and improve results.
  • Upskilling works better with support. Ongoing coaching is crucial for the process of defining and gaining skills. Amy human potential platform offers 1:1 coaching with experts based on your needs to support employees on their way. 

Overcoming these challenges requires a strategic approach. Upskilling should be integrated with business goals, supported by mentorship, and involve regular feedback. Personalized learning paths and real-time assessments are essential. As a result, companies can build skilled, motivated, and adaptable teams. Investing in upskilling is investing in your company’s future.

employee sitting at the table and upskilling

How organizations can upskill employees to enhance career development

  1. Assess skill gaps and priorities. Identify the critical skills your organization needs by conducting a skill gap analysis. Evaluate current abilities and future demands to ensure your upskilling efforts address focus areas. Set KPIs to measure the success of the upskilling program.
    Help your employees assess their skills if they are stuck. Use career coaching tools like the ones Amy offers—the Skill Development Plan and Skills Gap Analysis self-assessments to create a skills development plan, define gaps, and bridge them through courses and training programs.
  2. Create personalized development plans. Map skills to an employee’s career plan and develop training initiatives that target the specific skill gaps identified. Understand your employees’ career goals and align them with company objectives through tailored development plans. This ensures resources are directed effectively and supports individual growth. To provide a well-rounded perspective, incorporate various learning methods, including online courses, mentorship opportunities, or in-house workshops.
    Lengthy training programs without clear milestones can leave employees feeling frustrated. Companies should establish a clear progression path with defined performance metrics to prevent this. Employees can better understand their development journey if you outline the required competencies for various job levels.
  3. Provide resources, like access to training materials and software. While coaching is an impactful way to close skill gaps, boost confidence, and unlock potential, it’s just one of many valuable strategies and methods: e-learning, on-the-job learning, instructor-led training, gamification, and others.
    Use microlearning bite-sized modules to fit knowledge building into a busy schedule. Offer mentoring or internal subject matter experts for support. Create career opportunities for employees to work on projects outside their roles. Promote internal mobility to fill temporary roles. Looking at different areas of the business helps employees develop a broader skill set and understand how various functions work together.
  4. Allocate time for learning. Dedicate work hours to skill development, making it easier for employees to focus on learning without intruding on personal time. Dynamic learning options, like microlearning, can enhance engagement and flexibility.
  5. Provide regular feedback and career conversations. Train managers to have ongoing career development discussions. Use performance reviews to set development goals (skills including) and review progress. Regular feedback helps employees understand their strengths and areas for improvement.
  6. Measure the progress and adjust the process. Track employee development, gather feedback, and assess how upskilling initiatives enhance individual performance and overall organizational success. Regularly adjust your upskilling strategy based on feedback and shifting business priorities. Keep a pulse on emerging skills and trends to ensure your organization remains flexible and well-prepared for market changes. 

ROI, or how to measure career development initiatives

To measure upskilling program outcomes, here are some metrics to track:

  1. Employee retention rates. Monitor whether employees stay longer after implementing development programs.
  2. Promotion rates. Track the number of promotions as a result of skill development initiatives.
  3. Employee satisfaction scores. Use surveys to rate employee satisfaction with career development opportunities.
  4. Business performance metrics. Assess whether improved skills lead to better business outcomes, such as increased sales or customer satisfaction.

Upskilling delivers a strong return on investment (ROI) by creating a culture focused on constant improvement and building an agile and resilient workforce. While the costs in time and resources may seem steep at first, the long-term benefits—improved performance and higher retention—far exceed these initial investments. In the end, upskilling isn’t just an expense. It’s a contribution to the future success. 

Invest in your people with Amy

Companies that prioritize employee development see productivity increases, higher engagement, and lower turnover. This means that improving career development in your organization will pay off in employee loyalty and performance. Plus, retaining talent cuts recruitment costs as the cost of upskilling is smaller than the cost of hiring new people, shortens onboarding, and builds stronger teams. By nurturing a culture of development, you equip your employees with the tools they need to grow—and your organization with the agility to thrive in a competitive market. 

Amy can assist you on your way to defining KPIs, establishing goals for team members, monitoring progress, and supporting development initiatives that align with overall business objectives. Start working toward employees’ career development today. 

How a Career Coach Can Help You Smoothly Navigate Your Career Transition

Posted on by by Mariia Shevchenko, CEO at Amy

Thinking about a career change but not sure how to take a step forward? Wondering if it is too late to start fresh in a different field? Career transition marks growth but also brings challenges. You adjust to new roles and build new skills. With career coaching, you can smoothly navigate career changes and get the guidance to confidently move toward a path that is right for you. Whether a career change at 30 or a career change at 40 and beyond, all is achievable. 

How about we explore what career transition looks like, why it can be challenging, and how working with a career coach could help build the bridge between where you are and where you want to be? 

Career change types: role, position, or job?

Career change is not always about starting from scratch. Career transitions vary from subtle shifts to bold moves into entirely new industries:

  • A job switch involves a minimal change in the role but a new employer or self-employed model: from a sales specialist at a mid-size company to a sales specialist at a large company.
  • A career change involves a new industry or field of work: from an accountant to an event manager or from a nurse to a real estate agent. 
  • A role change within the same industry lies between the two—offering growth and variety without leaving the sector: a chef becomes a restaurant manager at the same restaurant. 

When in doubt, you can evaluate your desire for a career change in a domain or role with the Domain vs Role Change exercise. 

domain vs role change assessment

As a result of the exercise, you will be confident in the level of change you want to make: to go for a completely different domain or finetune your responsibilities within the current role. No matter the scale of your change, career transition is still a nut to crack. 

Challenges of career change

When you take the leap to a whole new career, you may doubt your experience or don’t know what careers exist on the job market. Career change in your 30s may come with financial uncertainties and imposter syndrome. Career change in your 40s or 50s brings family dependencies and a steep learning curve for new skills. Both aren’t easy:

  • Responsibilities and financials. The challenge is to continue to commit to responsibilities, like paying the bills and caring for loved ones. Ensuring you meet basic life necessities, such as housing, food, and healthcare, is key while transitioning careers. Otherwise, career change feels risky to pivot.
    How to handle:
    • Build a financial cushion before leaving your current job. Save at least 6 months’ worth of living expenses to weather potential gaps in income. You can search for part-time opportunities or freelancing in your new field to ease the career transition while keeping a steady income. 
    • Discuss plans with your family to create a shared strategy for managing duties.
    • Create a plan with small, actionable steps to progress at your own pace.
  • Skills, learning, and time bound. Switching careers usually requires new training or certifications and dedicated time for those during evenings or weekends.
    How to handle: The answer is mapping your transferable skills and skills to gain to a career plan. Learning better advances if specifying time blocks. For example, 30 minutes a day to boost programming language. The time blocks approach applies to various areas to keep a healthy work-life balance.

  • Finding the right fit. Between work, family, and other activities, research and planning can be overwhelming. Searching for open job opportunities, applying for them, and going through cycles of interviews for a new role takes time and patience. But persistence means a lot.
    How to handle: 
    • Identify what you want in a role—flexibility, creativity, or impact. If you leave a job without knowing what to do next, test the waters with internships and volunteering to find an occupation that resonates with you. 
    • View and use rejections (if any) only as a means of feedback to refine your approach and strengthen your candidacy. 
  • I am a “beginner” again. Fear of starting over can hold you back.
    How to handle:     Treat this stage as an opportunity to learn and grow. You don’t erase your past—you build experience and credibility. For more confidence, seek mentorship from someone who has successfully navigated a similar path.

Navigating career change on your own vs. with a career coach

Going through a career change alone seems tempting—after all, no one knows your life better than you, right? But let’s compare the two paths:

coaching approaches comparison

Working with a career coach

The image of a career coach at Amy

“Why go through a career transition alone? As a career coach, I’ve seen how overwhelming and isolating this process can be. Whether you’re moving from employment to entrepreneurship, transitioning back into the workforce, or simply shifting into a new role, guidance can make all the difference.

Coaching provides a safe space to:

  • Clarify your goals and strengths
  • Overcome doubts and skill gaps
  • Strategically position yourself for success

Through my experience helping clients navigate career transitions, I’ve learned that having a structured, supportive approach accelerates success and builds confidence. Don’t let uncertainty hold you back—take the leap with the right tools and support to ensure a smooth and rewarding transition.”

Jane Klymenko, a career expert at Amy with 10+ years of coaching experience and the main area of expertise in Work-Life Balance

Standing at a crossroads with too many signs pointing in every direction—that is how career change, in most cases, feels. And that is where a career coach comes in to help you figure out the path right for you and make your career transition smoother.

Action plan for career change with a coach 

  1. Assessment. A career coach defines why you are looking for a change and your challenges. They outline values, goals, and skills transferable from previous work experience. This way, you don’t have to second-guess. You have a clear starting point. 
  2. Roadmap. Whether switching industries, chasing a leadership role, or starting fresh, a career coach creates a roadmap for you. Imagine GPS, but for your career. The roadmap often comes as an actionable career plan to track progress and results. You have measurable steps and resources needed.
  3. Preparation. Beyond identifying the career paths and opportunities that align with you, a career coach equips you with a well-structured resume, interview preparation, job search strategies and sources, and networking approaches.
  4. Support. Ever feel like you’re stuck in your head, going in circles? A coach keeps you on track, offering encouragement and boosting confidence. You aren’t doing this alone.

With a career coach by your side, navigating career change becomes less about fear and more about certainty. Besides, career coaches offer insights you might overlook, helping you spot opportunities and avoid pitfalls.

Success story at Amy: from software engineer to product manager

Background

Jake worked as a software engineer for a mid-sized tech company but wanted to transition into product management. While he had technical expertise, he lacked direct experience managing products and leading cross-functional teams. His dream was to work in a dynamic environment where he could bridge the gap between technology and customer needs.

Challenges

Jake faced several uncertainties and obstacles during his career transition:

  • Confidence in his abilities: He doubted whether his technical background was sufficient to position himself as a product manager.
  • Skill gaps: Jake struggled to identify which skills from his engineering role were transferable and which new skills he needed to develop.
  • Networking and positioning: He was unsure how to build relationships in the product management field and effectively communicate his value during interviews.
  • Additionally, Jake encountered challenges with managing self-doubt, setting realistic timelines, and navigating the overwhelming number of resources available for career changers.

Results of working with a career coach

A career coach helped Jake tackle his challenges step-by-step:

  • Clarifying his unique value: identified the technical skills, problem-solving abilities, and customer focus from his engineering role that would be valuable as a product manager. This helped Jake craft a compelling narrative for his career transition.
  • Building essential skills: developed a personalized learning plan, focusing on core product management skills like roadmap creation, stakeholder management, and market research.
  • Strategic networking: learned how to approach industry professionals through LinkedIn and informational interviews. He also leveraged his existing network to find opportunities in product management.
  • Mock interviews and confidence building: conducted mock interviews to prepare him for common product management questions, helping Jake feel more confident and articulate during real interviews.

After six months of focused work, Jake secured a product management role at a growing startup. He is thriving in his new position and feels fulfilled by the challenges and creativity it offers. Jake attributes his success to structured support, clear guidance, and his own dedication to the process.

Meet your coach at Amy

At Amy, you can choose your personal career coach based on their area of expertise and, of course, on your objectives. A coach will help you uncover strengths, clarify next steps, and build the confidence to move forward. You will have a trusted partner to support your journey. With structured guidance, real-world insights, and tailored strategies, you are designing a career that fits your life.

Shape your career change with career coaching to embrace a new path with ease.

Your First Career Coaching Session: How to Prepare and What to Expect?

Posted on by by Mariia Shevchenko, CEO at Amy

Thinking about career coaching but are not sure where to start and what to expect? A new job seems like a leap into uncertainty, career transition poses financial risks, and meaningless tasks drag down your brilliance? Even if you aim just for a little guidance on your way, career coaching sessions can be very helpful.

Here’s a look at what the first career coaching session typically involves, steps to prepare, and what makes a top-notch coach stand out from the rest.

First things first, what is the career coach’s role in your career development?

Career coaches help you achieve your career goals, and if you don’t know what your career goals are, they help you define them. A career consultant reframes experience at your current work to create a better work environment or smoothly navigates a career change. 

Career coaches are proficient in enhancing resumes, job search processes, and job interview strategies. With an expert, you will craft your career plan, define your skills, and map a timeline for upskilling. 

The image of a career coach at Amy

“Working with a career coach is a collaborative, strategic experience where clients gain clarity, self-confidence, and actionable plans. The benefits include personalized guidance in identifying strengths, setting realistic and inspiring career goals, and creating steps to advance while also addressing any blocks. Clients often walk away with a fresh mindset, which is a critical part of moving forward successfully.”

Jane Klymenko, a career expert at Amy with 10+ years of coaching experience and the main area of expertise in Work-Life Balance

Success story at Amy: from feeling undervalued to feeling fulfilled

Background

Kate approached a career coach with an issue: she struggled to secure a leadership role within her organization, feeling consistently overlooked despite her technical expertise.

Our approach

Kate, along with a career coach, focused on three primary steps: 

  1. Assessing her current skill set and the perception of her role within the company
  2. Identifying and amplifying her leadership potential through targeted personal branding
  3. Enhancing her network within and outside the organization to support her ambitions

Challenges faced

Kate had difficulty breaking through the “technical-only” perception her colleagues held, felt unsure about networking, and struggled with imposter syndrome.

Results achieved

We overcame her struggles by:

  1. Reframing her approach to networking as relationship-building
  2. Encouraging her to take on mini-leadership roles in projects
  3. Coaching her in developing the leadership style to make a strong impression in professional environments

Eventually, Kate secured her leadership role, and her confidence in personal and professional interactions grew significantly.

The image of a career coaching session

What makes a good career coach?

What qualities to look for in a great career coach? How to spot a career coach who is truly a great fit for you? The answer is to define what is your goal plus the following common strengths and competencies:

  • Has expertise in your career objectives. There can be a background in recruitment or management or even your industry. Can be experience in the work-life balance area. 
  • Has a portfolio of success cases and a trusted reputation in the market.
  • An active listener and a strong communicator. Clear communication builds comfy relationships and promotes an open environment in which you can share career preferences and challenges—be your true self.
  • Focused on setting measurable goals and taking actionable steps. A professional career coach guides you to grow and progress with specific, tailored strategies rather than generic, one-size-fits-all advice.

What are the preps for the career coaching session?

Here’s how you can start and get the most out of your career coaching session:

The image of a career coach at Amy

“The most important prerequisite for the first session is an openness to self-reflection and a willingness to commit to the process. While some clients prepare by reflecting on their career history or even journaling about their goals and challenges, it’s not a strict requirement. If they’re inclined, they could try some self-awareness exercises, like the “Wheel of Life” or “Values Assessment,” to bring a clearer sense of their current situation and desired direction.”

Jane Klymenko, a career expert at Amy with 10+ years of coaching experience and the main area of expertise in Work-Life Balance

  1. Reflection. Spend some time thinking about your past, present, and future aspects of work. What do you want from your career now and for the long term? What holds you back from achieving your aspirations? What motivates you in your work? What are your core values? Take careful note of your challenges. For example, you may experience imposter syndrome, burnout, or frustration with monotonous, never-ending activities. If you cannot find answers to your questions or miss something, it’s okay. A career coach will guide you in the right direction during the session. 
  2. Materials. To help your career coach get to know you better, think about bringing along your resume, cover letter, any certifications you have, your performance reviews, or feedback notes. Having these materials ready gives a career coach a clearer picture of your work history, skills, and accomplishments. Which means they can offer more tailored advice that fits your needs.
  3. Questions. Prepare questions for your coach and be ready to clarify any possible confusion on the call. This ensures you cover essentials during your session.
  4. Feedback. Be open to constructive feedback, reflections, and changes. Your willingness to grow and flexible mindset will make improvements.

What to expect from a career coaching session?

The image of a career coach at Amy

“For me, career coaching is about empowering clients to see new possibilities and pathways in their professional lives, clarifying goals, and helping them take steps to achieve them. The biggest advantage is that it provides a structured approach to both personal and career growth, which can otherwise feel overwhelming. By having an objective perspective, clients can make intentional choices that align with their values and skills.”

Jane Klymenko, a career expert at Amy with 10+ years of coaching experience and the main area of expertise in Work-Life Balance

In the first career coaching session, you can expect to: 

  • Define objectives and assess your interests, needs, skills, values, background, or any other points
  • Discuss your current position
  • Outline any immediate concerns or challenges
The image of a career coaching process

The conversation sets the groundwork for the ongoing work to establish direction, identify focus areas, and outline initial action steps. You will get a sense of clarity, organize your thoughts, and solidify a starting point. So, the first session with a career coach is about laying the foundation. Regular check-ins or follow-up sessions are about tracking progress, addressing new challenges, and adjusting your plan.

Talk to a coach at Amy

Take your career to the next level with a personal career coach. Career coaching services will absolutely ease navigating the turns of your career path. With the right guidance, career coaching can unlock your potential and new opportunities, empowering you to achieve professional heights.

Self-Coaching or Guidance by a Career Coach—What Approach To Choose?

Posted on by by Mariia Shevchenko, CEO at Amy

Choosing between self-coaching and working with a career coach is like choosing to fly solo or stay under someone’s wing. The first way stands for autonomy and flexibility. The second one means relying on the experience and support of a professional, especially when you lack time for self-management. After all, you may combine the two to gain diverse insights. 

How can you know what works best for you? We will give tips in this article so you can pick your option. And we will start with a self-coaching approach. 

Becoming your own career coach

Career self-coaching exists to self-reflect on your career path and set goals with free instruments available. Self-coaching instruments usually go in in the form of exercises to practice.

To understand if career self-coaching is a good fit for you, ask yourself whether you can navigate self-reflection questions, goal setting, and motivation for changes on your own.

Benefits of career self-coaching 

Self-coaching empowers to:

  • Take full control over your career without external influence 
  • Strengthen your self-awareness to make decisions with confidence
  • Cultivate self-development while looking at the skills you wish to master and the expertise you wish to build

Key self-coaching practices 

You might hit a point in your career where you are not sure what is next and need strategies to manage the unknown. You aim to balance personal fulfillment with professional growth or decide which path aligns best with your long-term goals.

Picture Nick. Nick is in his 30s, leading a team in a software company. While he is in a position of authority, he craves more—more impact, more fulfillment, and more effective use of his time. Despite Nick’s management opportunities, he misses direct involvement in the product cycle and cannot change the situation within the company. Nick is a project manager, not a product manager. He’s not quite satisfied, but thoughts about a new job bring uncertainty. 

The image of a man sitting at a desk, as an example of the career coaching process

What if he makes the wrong decision and ends up struggling financially? Why isn’t he getting better results in a new job search? Why does he feel stuck and unsure of himself despite his accomplishments? 

Nick’s story echoes the experiences of other professionals worldwide. It may even be your case. So, where can you start?

Self-assessment: reflect, realize, and evaluate 

  1. Write down or type your interests, needs, and values. 
  2. Analyze your work format: what your perfect workday looks like, what you enjoy most about your current role or job, and what drains your energy. 
  3. Think about your skills, mainly strengths and weaknesses. SWOT analysis (Strengths, Weaknesses, Opportunities, Threats) is a functional approach to explore your superpowers:
  • Strengths: What do you excel at? For Nick, it is technical knowledge.
  • Weaknesses: Where do you struggle? Nick needs strategic influence in his current position.
  • Opportunities: What external options could help? Are there leadership opportunities in other companies? What are the open vacancies Nick can apply for?
  • Threats: What challenges may happen? This could be fear of financial instability.

The most valuable insights come from understanding where you feel your impact is missing and what changes to your work environment could improve this.

Goal setting: draft your first career plan with goals and information from self-assessment

Define short-term and long-term goals to have a vision for today and the future. Include a goal, timeline, and how you will measure success. Break a goal into smaller and more manageable tasks for easier perception and to beat procrastination. 

In a new position, Nick can become more involved in strategic meetings or leading projects closely tied to a product’s core. Instead of generic intentions like “I want more impact,” Nick should aim for specific results. For example:

  1. Short-term goal: Start contributing to new projects that directly affect the product’s end result within the next six months. The success indicator: contributing to the monthly release of a product.
  2. Long-term goal: Fully transition into a career with more control over product strategy and development tasks within two years. The success indicator: taking the head of the product role.

Stepping out of your comfort zone: networking and extra activities

Engaging in new activities or meeting new people can take you out of your comfort zone and help you discover new sides of yourself. In Nicks’s situation, new activities may be around developing a growth mindset. Nick feels demotivated by difficulties, such as not landing a new job or failing to shift into a more impactful role immediately. Self-coaching will boost resilience through a growth mindset. This means viewing failures as learning opportunities rather than barriers.

An external feedback is usually a missing piece in self-coaching. If you can ask friends, family, or colleagues for feedback about your behavior, grab the opportunity. For example, conversations with industry leaders provide insights Nick might not learn on his own, specifically about career transition moves.

“In the absence of the ability to pull regular feedback, I would recommend tracking the progress of goals set up at the beginning of each week/month by identifying three categories: what goals were achieved, what was the key learning from working on the goal, review of mid-term goals and their relevance to potentially changed circumstances.”

Pasha Cherednychenko, a career expert at Amy, with two years of coaching experience and the main area of expertise in Work-Life Balance 

Being consistent: stick to the plan, measure results, and celebrate your success

Be consistent with your career plan and goals-related activities. Practice makes perfect. Acknowledge every achievement, small or big. These wins can provide a sense of accomplishment and encourage you to keep up with the pace, no matter how gradual the progress seems. As the cherry on top, treat yourself to a cherry cake, to celebrate.

When career coaching is more beneficial

While self-coaching offers autonomy, there are moments when working with a professional career coach is more beneficial. You may feel stuck and lack confidence in your job search strategy, like Nick.

In general, if you face any difficulties you cannot handle alone, try guidance from a career expert who will help you throughout the journey. 

“When I think of career coaching, acceleration and dynamic learning come to mind. In my experience, regular and focused work with the coach creates a sense of urgency and accountability, which is much harder to achieve when you work by yourself.”

Pasha Cherednychenko, a career expert at Amy, with two years of coaching experience and the main area of expertise in Work-Life Balance 

Here’s when it makes sense to collaborate with a career coach:

The image of when it makes sense to collaborate with a career coach
  1. If self-doubt is overwhelming and you can’t cure imposter syndrome, a coach helps boost your confidence as they use evidence-based techniques. This is crucial for Nick as he feels he is underqualified for roles in his goals. A career coach will help him recognize and communicate his strong sides. 
  2. If you have assessed your skills and set your goals but still don’t know the next step, a career coach helps you gain clarity. They will ask questions that uncover recurring or hidden patterns in your experiences and provide insights for the future. Nick can’t see why his job search is ineffective. Together with a career coach, they will identify that he is applying for roles that don’t match his skillset and reveal fears holding him back.
  3. Motivation to follow your commitments affects the results. Successfully coaching yourself requires the discipline to confront problems on the way. Moreover, you may feel isolated. If you face a particularly tough challenge—like changing a career direction—having a career expert and personalized guidance can make the difference. In Nick’s example, a career coach will help him explore side gigs or transition gradually while maintaining income.
  4. We are often too hard on ourselves. We tend to abandon well-being and only focus on achievements, running faster and reaching more. Such an approach results in burnout over time. A career coach can help you escape the harmful, unhealthy cycle of self-criticism and overthinking. You will focus on small, actionable steps rather than jumping into huge tasks that can lead to further anxiety and frustration. By breaking down your goals into manageable parts, you can progress steadily toward your expected results. “A bird in the hand is worth two in the bush,” they say.

The primary benefit of a career coach is the accountability they provide. A career coach ensures you stay on track by holding regular sessions and navigating you through challenges, specifically to revise and follow through with your strategy.

A hybrid approach: self-coaching with professional guidance

Self-coaching and professional coaching don’t have to work in isolation. You have a choice to begin with self-coaching, gain valuable insights through self-reflection, and then turn to a career coach when you hit a roadblock.

A hybrid approach could look like this:

  1. Self-coaching to reflect, set initial goals, and start making small changes at work.
  2. Collaborating with a career coach when challenges occur, such as financial fears or a lack of confidence in making a change.
  3. Returning to self-coaching techniques regularly while using a coach periodically for significant transitions.

Give it a go! Start with career self-coaching

A career coach can highlight what you may not notice, offer an objective view, or give you a hand at a difficult moment. Besides, you can first consider the library of self-coaching exercises at Amy with timing and expected outcomes after completion. The good news is that we also save your progress on the platform. After all, if you feel confused about your career path, setting goals, and which strategies to implement from the number of resources, professional career coaches are here for you.

Personal SWOT Analysis: How to Identify Strengths and Weaknesses for Career Growth

Posted on by by Mariia Shevchenko, CEO at Amy

The SWOT analysis defines your strengths, weaknesses, opportunities, and threats. SWOT helps you understand your capabilities and areas for development. And uncover your superpowers! On top of that, you will be prepared for obstacles. Identifying threats lets you strategize solutions in advance and cope with a clearer vision.

This technique is valuable at any career stage, whether just starting, looking to advance, or navigating a career transition. Drawing SWOT may take time in addition to saving notes in an appropriate place, but you can simplify the process by practicing on the Amy platform.

The image of the Personal SWOT Analysis exercise on the Amy platform

What do you need to do for the SWOT analysis?

When taking the exercise on the platform, consider strengths and weaknesses as internal areas. Opportunities and threats belong more to external factors.

  • For strengths, you will be asked to recall at least three situations you were successful at, what motivated you, what made you proud of yourself, and what was the best part of this experience. For weaknesses—in what areas do you feel you lack expertise?
  • Opportunities shed light on what options are open to you now. How can you turn your strength into opportunities, given your life context? Threats are about the points that may affect your role, job, or industry. And any personal challenges that may slow your progress.

How can you benefit from SWOT?

As a result of the SWOT analysis, you have:

  • Your strengths and opportunities mapped
  • Steps you can take to address threats
  • Action items to progress in achieving your career goals
  • Overview of your values

For a detailed analysis of values, the platform correspondingly offers two self-assessments, Your Life Values and Your Work Values, to identify what truly matters to you in your personal and professional life.

SWOT analysis example

The example of Emma, a UI/UX Designer, might support you in your SWOT.

Strengths

What was the situation in which I was successful and proud of myself?

“In a limited amount of time, I delivered a user-friendly design mockup to a demanding client. They came back with great reviews and recommended me to the company they collaborate with.”

What are my strengths?

  1. Vast experience in product design, particularly in big tech companies, which enhances credibility and expertise.
  2. Consistent positive feedback from clients and customers, indicating a solid ability to create user-friendly designs that simplify their experiences, especially in the FinTech sector.
  3. Demonstrated success through proven use cases, which can be showcased in my portfolio to attract new clients or employers.
  4. High level of dedication and commitment to my work, resulting in high-quality outcomes.

Weaknesses

In what areas do I lack expertise? What tasks do I find challenging?

“I aim to improve at trending design and AI technologies but lack effort for learning activities. I sacrifice all my time for projects, and I cannot say “no” to them because of the many tasks on my plate already.”

What are my weaknesses?

  1. Struggle with assertiveness, which may affect communication and collaboration with team members or clients.
  2. Tendency to overwork and prioritize responsibilities and reputation over personal well-being, leading to potential burnout.
  3. Difficulty tolerating criticism, which can impact professional growth and feedback acknowledgment. 
  4. Preference for stability and reluctance to take risks, making it challenging to transition to new roles or environments.

Opportunities

What opportunities can you take advantage of?

  • Exploring freelance opportunities could provide flexibility and improve work-life balance while leveraging my extensive experience.
  • Moving to a smaller company with fewer responsibilities may reduce stress and provide a supportive environment for growth.
  • Investing time in developing assertiveness and coping strategies for criticism could enhance interpersonal relationships and professional growth.
  • Engaging with other professionals in the UX/UI field could open doors to new opportunities and collaborations.

How can you connect your strengths and opportunities?

“My extensive background in design will make me a preferred candidate in the job market, particularly for smaller companies needing self-management and freelance clients seeking a trustworthy collaborator.” 

Threats

What external and personal factors could pose threats to my career path?

  1. Overworking and sacrificing personal life for career responsibilities may lead to burnout, impacting performance and overall well-being.
  2. Changes in the job market or industry standards may require adapting to new skills or roles, which could be challenging, given my preference for stability.
  3. Being inflexible about career changes might prevent me from adapting to new job market trends and opportunities.
  4. Increased competition in the UX/UI design field, especially with the rise of freelance platforms and remote work, may make it harder to secure desirable positions.

How can I address the threads with three small steps today?

  • I can write down my 5-10 work achievements to boost my confidence and add those items to my CV. 
  • This week, I can practice saying “no” to set boundaries without feeling guilty. For example, if my colleague asks for help with something I can’t take on, I will politely decline and explain why (because I am extremely busy with three other projects). 
  • I can talk to a career coach to figure out the reasons and patterns for my poor work-life balance and start following a smooth approach to enhance it.

This SWOT analysis highlights strengths in experience while addressing areas for improvement, such as assertiveness and work-life balance. By taking opportunities like freelancing and skill development, Emma can navigate the threats of burnout and competition while progressing in her career.

Take a step forward for your career plan with Amy

Identify your unique skills, recognize areas for improvement, expand your reach, and prepare for challenges—it’s all about SWOT, and you can nail it with the self-assessment on the Amy human potential platform. The analysis will then serve as a trustworthy groundwork for a career plan or roadmap we will discuss in later articles.