by Nataliya Melnyk, Marketer at Amy – Amy | Human potential platform
About UsBlog

Author: by Nataliya Melnyk, Marketer at Amy

Enhancing Employee Engagement: The Role of Leadership and Effective Strategies

Posted on by by Nataliya Melnyk, Marketer at Amy

Employee engagement is a company-wide effort. While HR leads the way, managers maintain a culture of engagement. Employee engagement strategies are the action steps or best practices that improve employee engagement. By applying those best practices, organizations can create a more motivated and connected workforce. Here’s how.

How do leaders affect engagement levels?

  • Employees feel valued and motivated when led by competent and emotionally intelligent leaders. 
  • Transparent communication about company goals, expectations, and feedback crafts a culture of trust and inclusivity.
  • Leaders who invest in their teams’ growth by offering training, mentorship, and coaching programs take employee commitment and retention to the next level.

Leadership, management, and HR: a shared responsibility

Leadership

Leaders set the tone and embody company values. Their actions shape the workplace environment. A leader who communicates openly and fosters growth builds teams that are dedicated and energized. Employees commit when they trust their leaders and see how their work contributes to the bigger picture. When leaders prioritize people—offering autonomy, development, and purpose—engagement follows naturally.

Management

Managers translate leadership vision into daily work experiences. They provide clarity, recognize effort, and support employee growth. When managers lack direction, give little feedback, or fail to offer support, motivation suffers. That’s why investing in manager training and well-being is critical. HR professionals are at the forefront of addressing these challenges, making sure managers have what they need to lead well.

HR

HR managers and directors fuel a culture of trust and recognition. They align individual and company goals, create growth opportunities, and promote well-being through policies that support work-life balance. They champion open communication, recognize performance, and ensure employees are in roles that match their strengths. Most importantly, HR empowers both leaders and managers through coaching and development, helping them build engaged and high-performing teams.

Strategies to improve employee engagement through leadership

  1. Match work to strengths and interests. Psychometric assessments, self-assessments, coaching, and performance data serve to align employees’ roles with their skills and needs.
  2. Give feedback and recognition. Harvard Business Review states that recognition programs increase engagement by 14%. Frequent feedback and recognition sustain motivation.
  3. Invest in growth. Deloitte research found that organizations with a strong learning culture see engagement and retention rates increase by 30% to 50%. A lack of career growth is a major driver of disengagement. Companies that integrate learning opportunities into daily operations and offer access to professional development resources outperform others. Mentorship also belongs to employee development approaches that prevent stagnation.
  4. Implement personalized coaching programs. Leadership coaching helps managers develop the skills needed to boost engagement. Through targeted career coaching, leaders can identify employees’ skill gaps, understand their challenges, and provide personalized guidance that matches their career goals.
  5. Support well-being initiatives and work-life balance. Flexible work and mental health resources reduce burnout.
  6. Connect work to purpose. Leaders should regularly communicate the company’s vision and align individual roles with broader organizational goals. People are more engaged when they see the impact of their work. A strong company mission and values give employees a sense of direction and meaning. Make these values a daily part of the workplace, ensuring employees understand how their contributions move the organization forward. Aligning employees with a company mission builds connection, guides decisions, and creates a shared purpose. When teams move toward the same goals with the same principles, unity follows. 
  7. Build stronger team connections. Work is more than tasks and deadlines—it’s about people. Encourage team events, mentorship programs, or casual networking opportunities. Strong workplace relationships boost morale, encourage collaboration, and create a sense of belonging.

Why leadership coaching matters

Leadership development coaching is a hands-on process that helps leaders level up—fast. A coach works with a leader to sharpen decision-making, refine communication, and tackle real-world leadership challenges head-on. No generic advice, just tailored strategies to boost self-awareness and maximize impact for results-driven leadership throughout the team and organization.

The image of a career coach at Amy

“The key advantages of leadership coaching are: 

  • Enhanced decision-making and strategic thinking. Leaders gain clarity, confidence, and the ability to navigate complex business challenges effectively.
  • Improved emotional intelligence and communication. Coaching fosters self-awareness, active listening, and conflict-resolution skills, which are crucial for strong leadership.
  • Stronger leadership pipeline. Organizations that invest in coaching develop future-ready leaders who can take on greater responsibilities.
  • Resilience and adaptability. Leaders become more agile in responding to change, fostering a culture of continuous improvement.”

How does leadership coaching impact employee engagement exactly?
Leadership coaching helps create psychologically safe workplaces where employees are more engaged and innovative.”

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

Leadership coaching use cases: real-world examples

Case #1: Enhancing executive decision-making

  • Challenge: A C-level executive struggled with decision paralysis and over-reliance on micromanagement.
  • Solution: Through leadership coaching, they learned delegation techniques and adopted structured decision-making frameworks.
  • Outcome: The executive developed trust in their team, which improved efficiency and reduced burnout.

Case #2: Navigating leadership burnout

  • Challenge: A senior leader felt overwhelmed, leading to disengagement and declining performance.
  • Solution: Leadership coaching helped identify stress triggers, establish boundaries, and implement self-care practices.
  • Outcome: The leader regained motivation, improved team morale, and sustained high performance.

Case #3: Cultivating a growth mindset in a leadership team

  • Challenge: A leadership team struggled with resistance to change and a fear of failure.
  • Solution: Leadership coaching sessions focused on mindset shifts, encouraging experimentation and resilience.
  • Outcome: The organization fostered a culture of innovation, leading to successful digital transformation.

How Amy supports leadership in enhancing employee engagement

Amy is a science-driven employee development platform designed to empower leaders with data-driven insights, self-assessments, and career coaching to enhance employee engagement. By identifying skill gaps, work challenges, and growth opportunities with Amy, leaders keep an engaged and high-performing workforce.

Key benefits of using Amy

  • Personalized coaching programs tailored to organizational needs
  • Seamless integration with existing performance and development systems
  • Сoaches offering unbiased facilitation
  • Analytics-driven insights to improve engagement strategies

Check out Amy to boost engagement while growing your leaders.

Combating Burnout: Why Creating a Culture of Well-being Matters

Posted on by by Nataliya Melnyk, Marketer at Amy

Burnout is real, and it’s costly. Employees are feeling the pressure. Long hours, constant connectivity, and never-ending to-do lists are pushing people to the edge. This causes disengagement and high turnover.

Organizations that prioritize well-being experience better results: happier employees, higher retention, and improved productivity. They reduce burnout. But what exactly is employee well-being, and how does it help?

What is employee well-being?

McKinsey research shows that for many employees, factors contributing to their well-being—such as mental and physical health, work-life balance, and job satisfaction—are as crucial as traditional incentives like salary.

Employee well-being means making work sustainable, providing flexible schedules, manageable workloads, mental health resources, and recognition. Gym memberships and free snacks are added bonuses. 

There are five elements of well-being, per Gallup studies: сareer, social, financial, physical, and community well-being. A company that cares for employees cares for their health by:

  • Physical well-being. Encouraging movement, healthy habits, and proper rest.
  • Professional well-being. Supporting career growth through opportunities to learn, develop skills, and do meaningful work.
  • Financial well-being. Offering fair compensation and the right resources to help employees manage their finances for stability.
  • Social and community well-being. Cultivating meaningful relationships and a sense of belonging within the team and the organization.

Plus, one cannot ignore emotional and mental health when it comes to well-being:

  • Mental well-being. Reducing stress and promoting psychological safety.
  • Emotional well-being. Ensuring employees feel valued, supported, and connected.

A workplace that gets this right creates a motivated, engaged team that performs better and sticks around longer. Let’s break down the pros of prioritizing employee well-being.

Why employee well-being matters for a company

Organizations that invest in well-being don’t just do it to be nice. Taking employee morale seriously directly impacts business outcomes:

  • Reduces employee absenteeism. By offering mental health resources and flexible working arrangements, employees experience lower levels of stress and fewer health issues, which, in turn, leads to fewer sick days and minimized absenteeism.
  • Boosts employee engagement. When employees receive the support they need, they are more likely to be engaged with their work—more committed, motivated, and emotionally invested in their tasks. This results in a deeper connection with the company’s goals, higher job satisfaction, and improved collaboration across teams.
  • Increases employee productivity. When employees have healthy work-life boundaries and the tools to manage their workload effectively, they produce higher-quality work. They meet deadlines with ease and exceed expectations.
  • Improves employee retention. A positive work environment, growth opportunities, and resources for maintaining mental and physical health create loyalty, reducing turnover rates. This leads to a more experienced, dedicated workforce and reduces the costs associated with hiring and training new employees.
  • Strengthens culture. Take care of your people, and they will take care of the business. Plus, a company that focuses on well-being builds a strong culture that not only retains employees but also naturally attracts top talent looking for more than just a paycheck.

Employee well-being and burnout: what’s the connection?

Burnout is the result of ongoing stress, usually caused by work. It makes employees overwhelmed, unmotivated, and disconnected from what they are doing. They might struggle to concentrate, feel irritable, or even start dreading work. Burnout happens when there is too much pressure, not enough balance, and little recovery time. Think of it like running a marathon without ever stopping to rest.

Well-being programs and initiatives help prevent employees from feeling unsupported and aid in overcoming burnout by:

  • Providing flexibility (hybrid work, async collaboration, reasonable deadlines).
  • Encouraging open conversations about stress and workload.
  • Keeping workloads manageable.
  • Offering mental health support, such as counseling services and stress management techniques.

The role of resilience in employee well-being and burnout

Resilience is the ability to bounce back from setbacks, maintaining a positive view even during tough times. Besides recovering, resilient employees adapt early, as most burnout happens because we ignore small stressors until they pile up. 

A culture that nurtures resilience empowers employees to:

  • Build emotional intelligence to manage challenges effectively.
  • Identify issues early and recognize signs of burnout before they escalate.
  • Develop coping strategies for workplace stress.
  • Maintain motivation and engagement during demanding times.

Companies that commit to mindfulness programs, career coaching, and related initiatives that contribute to mental health see stronger teams that can handle challenges without burning out.

How to build a culture of well-being

Work and life are deeply connected. While you can’t control what happens in employees’ personal lives, you can create a workplace that supports them. Prioritizing well-being, offering flexibility, and encouraging a culture of understanding help employees navigate life’s challenges, leading to higher engagement and productivity at work.

A one-size-fits-all wellness program won’t cut it. Instead, HR managers should tailor well-being initiatives to address employees’ challenges by:

1. Identifying issues and barriers 

Stressors like overwork, lack of autonomy, and poor recognition can cause burnout, disengagement, and work-life imbalance. Organizational roadblocks—such as cultural misalignment or ineffective management—can further impact well-being. Start here:

  • Run pulse surveys to surface hidden stressors
  • Equip managers to lead with clarity and empathy
  • Review workloads and unrealistic expectations

2. Planning and applying targeted solutions

Evaluate existing well-being efforts and compare them against best practices. Consider the following initiatives:

  • Flexible work policies and balanced workloads: autonomy over work hours, remote options, and realistic expectations to ensure employees aren’t overburdened and take regular breaks.
  • Real wellness support: access to therapy, mindfulness programs, stress management techniques, career coaching, and benefits like parental leave, childcare subsidies, eldercare support, and menopause care. 
  • Psychological safety: a culture where employees feel comfortable voicing concerns about workload and stress.
  • Growth and development: opportunities to build skills, advance careers, and experience a sense of progress.
  • Recognition that matters: personalized appreciation through peer-to-peer shoutouts, public acknowledgment in meetings, milestone celebrations, and on-the-spot bonuses for exceptional work.
  • Leadership support: training and coaching for leaders, such as mentorship programs or emotional intelligence development, to help them guide and support their teams.

3. Measuring and refining well-being initiatives

Use surveys to assess employee sentiment on workload, leadership, team dynamics, and other points relevant to them and the company’s needs. Ask for open dialogue in one-on-one meetings to surface issues not captured in surveys. 

Embedding well-being into company culture

Leadership buy-in is critical as employee well-being goes beyond offering perks. Embedding well-being into company culture means integrating care and respect into everyday practices. This includes actively promoting mental and physical health, advocating for work-life balance, and providing resources that support both personal and professional growth. 

The numbers don’t lie

  • 83% of employees would consider leaving their job if well-being initiatives were lacking. (Forbes)
  • Burnout-related productivity losses and voluntary turnover cost companies $322 billion annually, nearly 20% of total payroll. (Forbes)
  • Employees who strongly believe their employer cares about their well-being are 3x more likely to be engaged at work and 5x more likely to recommend their company as a great place to work, as well as trust leadership, compared with other employees. (Gallup)

The takeaway? Well-being isn’t just good for employees. It’s a competitive advantage.

How Amy helps combat burnout

Burnout prevention over band-aid solutions is always the smarter choice. HR analytics, sentiment tracking, workload balancing—catching burnout early instead of reacting when it’s too late. 

Amy is an employee development platform for teams to stay engaged, grow their skills, and avoid burnout. It provides:

  • Burnout prevention tools. Helps identify stressors early and take action.
  • Personalized coaching. Employees get tailored guidance based on their challenges and career goals.
  • Science-backed approach. Data-driven recommendations aid employees and managers in making better decisions about career growth and work-life balance.
  • Insights powered by analytics. HR and L&D managers can shape the design of effective well-being and development programs.

With Amy, companies can create a well-being-focused culture that supports employees without adding more work to HR teams.

Final thoughts

Burnout isn’t inevitable. Organizations that take employee well-being seriously see better engagement, lower burnout rates, and business growth. Investing in well-being—through flexible work policies, real mental health support, and platforms like Amy—creates a workplace where people want to stay and do their best work. The question is: what’s your company doing about it?

Measuring the ROI of Learning and Development Programs

Posted on by by Nataliya Melnyk, Marketer at Amy

Learning & Development (L&D) covers professional development strategies that help employees grow within their roles and prepare for future opportunities. Training programs, mentorship, coaching, and skill-building or reskilling initiatives all belong to L&D. 

To understand ROI impact and its measurement, we will first review L&D impact as a whole.

Why does L&D matter for organizations?

  • Bridges employees’ skills and business goals. L&D programs equip employees with the skills needed to stay in sync with the company’s priorities.
  • Enhances employee retention and engagement. Companies that invest in learning and development experience lower turnover rates and higher engagement.
  • Increases productivity and performance. By improving skills, employees perform at their best, contributing to better outcomes. Continuous learning nurtures a culture of creativity, innovation, and proactive problem-solving across teams.

Why does L&D matter for employees?

  • Greater expertise. As employees engage in continuous development, they excel and feel more capable in their positions. 
  • Career growth. Through training and upskilling, employees gain the opportunity to advance in their careers.
  • Job satisfaction. When employees have access to training and development programs, they feel valued, which elevates morale. As they take on new challenges, they are more likely to feel a sense of accomplishment in their work and, in turn, be satisfied with a job.
  • Preparing for the future. Staying updated with industry trends helps employees adapt and remain resilient to change.

Why measure the ROI of L&D programs?

Budgets are tight, resources are stretched, and leadership support isn’t always there—yet your employees deserve opportunities to grow. Sound familiar? To prove that the L&D investment is worthwhile, you need to demonstrate ROI. Without measuring ROI, training is just an expense, not a strategic asset. By tracking ROI, you show the value of training, align it with company goals, justify budgets, and ensure continuous improvement by identifying what works and what needs adjustment. 

Let’s look at the common methods to measure L&D effectiveness and continue with the steps on how you can do it.

Methods to measure L&D effectiveness

  1. Kirkpatrick’s four-level model assesses training effectiveness at four levels:
  • Reaction: employee feedback on the training 
  • Learning: knowledge gained through assessments (performance review data, peer reviews, and others)
  • Behavior: how learning is applied at work 
  • Results: business impact and performance gains
  1. Phillips ROI model expands on Kirkpatrick’s model by adding ROI, calculating costs and benefits to measure financial impact.
  2. Impact based on business changes and pre-training and post-training assessments to compare employee performance before and after training.
  3. Feedback through surveys to analyze the relevance and practicality of L&D programs.

How to measure Learning and Development ROI?

ROI starts with metrics. KPIs help organizations evaluate training cost-effectiveness, contribution to employee performance, and financial gains from enhanced skills. 

HR and L&D managers often rely on L&D metrics like participation rates or course completion. High participation and completion rates indicate the relevance of the L&D program. While useful, these numbers don’t fully capture the role of training in overall company success. To truly measure the effectiveness of L&D programs, companies must move beyond basic tracking and also consider metrics like employee turnover rates or employee engagement. They offer a more comprehensive view of training outcomes.

By using self-assessments, coaching, and performance data, organizations can align their L&D training investments with business results. Here’s how.

1. Define KPIs linked to business goals

To set L&D metrics that target your company expectations, ask yourself questions:

  • What business KPIs align with L&D goals?
  • What business challenges are this program addressing?
  • How will success be defined—reduced turnover or enhanced leadership skills?

Here are common L&D metrics to choose from. Track a specific period of time before and after the L&D program. 

  • Employee performance improvement: productivity levels or quality of work
  • Employee productivity rate: total output / total input
  • Employee retention rate and engagement scores
  • Business impact: revenue growth ((current period revenue – previous period revenue) / previous revenue)), the net profit margin, which is the percentage of revenue that becomes profit after all expenses, ((operating income – expenses) / revenue) x 100), or the increase in average sales deal.
  • Time-to-competency: how quickly employees acquire and apply new skills. 

2. Match KPIs with employee career goals

For employees to stay engaged in a training program, they need to see how it connects to their personal and professional growth. When learning matches their career aspirations, they are more likely to stay motivated and apply new skills confidently.

The article 6 Reasons Employees Disengage from Learning and Development Programs—And What You Can Do About It explores why employees lose interest in training and how organizations can create more meaningful learning experiences. A core takeaway is the importance of tying L&D initiatives to business objectives and individual career development.

Self-assessments are key to the engagement process. They identify employee skill gaps and goals. This information allows organizations to tailor development plans, making learning more relevant and driving ROI.

3. Use pre-learning and post-learning assessments for employees

Assessments before and after training offer a clear perspective on:

  • Employees’ baseline skills and competencies to build
  • The knowledge and behaviors they gain from the program
  • How well they apply new skills in their roles

With a structured approach, HR and L&D managers can compare data over time to determine growth areas and gaps that require further training.

4. Integrate coaching to turn knowledge into action

Learning and development programs often fail when employees get stuck in the way of applying what they have learned. Career coaching builds confidence and helps employees put new skills into practice. Unlike traditional training, coaching is personalized, making it easier to integrate learning into real-world work and daily tasks. It encourages continuous improvement, provides a safe space for employees to discuss challenges, receive constructive feedback and support, and set actionable goals.

A strong L&D strategy includes:

  • 1:1 coaching to address individual learning needs and skill-building.
  • Analytics-driven feedback, such as performance metrics, engagement scores, or survey results, to refine coaching approaches.

Organizations using coaching as part of their L&D strategy see higher engagement and improved retention.

5. Analyze the business impact of L&D along with behavioral and performance changes

Calculating the ROI of a learning and development program is challenging. Unlike other investments with more straightforward and immediate returns, the outcomes of employee development efforts can be less direct and harder to measure.

ROI in dollars

SHRM provides a formula for calculating the ROI of training initiatives in dollars:

ROI (%) = [(Benefits – Costs) / Costs] x 100

In this formula:

  • Benefits represent the monetary gains from the training program.
  • Costs are the total expenses incurred to implement the training.

This method offers a clear approach to assessing the financial impact of training programs.

ROI in behavioral changes

Beyond skill acquisition, L&D programs should lead to behavioral change. Companies can track performance improvements based on the KPIs they set, like employee engagement scores based on manager feedback and performance reviews. Here also belong:

  • Reduced employee turnover and hiring costs
  • Increased employee satisfaction and retention rates
  • Enhanced problem-solving capabilities and reduced errors and inefficiencies rates

By using data-driven analytics, HR and L&D leaders can identify trends and predict the long-term value of training initiatives.

Maximize L&D ROI

To achieve high ROI from L&D programs, organizations can use these best practices:

  • Align training programs with business goals for measurable impact and relevance.
  • Offer personalized learning paths to address individual development needs.
  • Encourage continuous learning for long-term skill development and knowledge retention.
  • Use data analytics to track the progress and outcomes of the L&D program, and adjust training strategies based on real-time insights and employee feedback.

Prove ROI: shifting to a data-driven L&D strategy with Amy

Measuring the ROI of L&D programs requires more than just tracking participation rates. A structured, data-driven approach with KPIs incorporating self-assessments and coaching ensures training leads to real business impact.

With tools like Amy human potential platform, organizations can align employee growth with company objectives, turning L&D investments into measurable results. 

Want to demonstrate the ROI of your programs? Focus on metrics that matter—like improved retention and stronger team performance. Amy personalized coaching solutions help maximize and prove ROI, even with limited time, funding, and executive buy-in. The key is tracking the right data and refining strategies for better outcomes. Whether it’s leadership training or upskilling your team, we make L&D work for you.

7 Steps to Build Resilience in the Workplace

Posted on by by Nataliya Melnyk, Marketer at Amy

Resilience—the ability to recover from challenges and adapt positively—is essential for maintaining employee well-being and a productive work environment. Developing resilience not only benefits individual employees but also enhances organizational performance by reducing absenteeism and increasing engagement.

So, how can organizations cultivate resilience in their teams? Here are seven key steps to build resilience in the workplace, but before that, let’s break down what resilience truly means and what resilient employees are all about. 

What is resilience, really?

You can explain resilience in many ways. At its core, it’s about bouncing back. In positive psychology, it means recovering and adapting quickly when life or work throws a curveball. 

Resilience involves learning and coming out stronger, not only pushing through challenges. It’s shifting your mindset, approaching problems with confidence, and keeping the bigger picture in focus. It’s inner strength in action.

What makes an employee resilient? 

Resilient employees deal with setbacks and stress and navigate workplace changes smoothly—all while staying motivated and delivering results. 

This trait is shaped by everything from personality and health to financial stability and a supportive work environment built on trust, empathy, and inclusivity. How work is structured—priorities, expectations, and even the nature of the tasks—impacts resilience, too. And since everyone copes with stress in their own way, resilience will take different forms for each employee. That said, here’s what you will typically see when speaking about resilient employees:

  • They stay optimistic even when things get tough.
  • They handle challenges head-on instead of avoiding them.
  • They regulate their emotions so stress doesn’t derail them.
  • They learn from setbacks instead of repeating the same mistakes.
  • They stay adaptable, adjusting to change without breaking down.

Resilience starts with leadership, right?

Resilient leaders make teams resilient. When leaders are stressed, they pull back—they communicate less, set fewer goals, and only step in when problems arise. Instead of leading proactively, they default to a passive approach, avoiding decisions. This impacts team performance, employee engagement, and overall workplace culture. On the flip side, resilient leaders stay engaged. They instill confidence and drive how their teams think, act, and perform. 

That’s why leaders need to build their resilience first, so they can spot issues within teams and set the tone for others to strengthen their own. Resilient leaders advocate for well-being initiatives and provide support for their teams to thrive.

Why does resilience make all the difference?

Work-related stress and burnout are at an all-time high. Organizations that prioritize resilience experience improved job satisfaction, lower absenteeism, reduced turnover, and stronger team dynamics. When leaders and employees have resilience, they perform at their best, even under pressure. They are more agile, better equipped to handle change, and less likely to burn out. 

A report from Aon shows that employees with poor resilience have 55% lower engagement at work. They are also 42% less likely to want to stay with their organization.

Investing in resilience-building initiatives benefits employees and safeguards business continuity and long-term growth.

Steps to build employee resilience

Many organizations react to employee resilience through things like leave policies or mental health benefits only after challenges arise. While these are important, preventive strategies built into the culture are far more effective at addressing the root issues. The goal should be to integrate well-being directly into the work.

1. Create a supportive work environment

A workplace culture that prioritizes support and open communication sets the foundation for building resilience. Encouraging employees to share their concerns without fear of judgment promotes psychological safety. This creates an environment where employees can take risks and learn from their experiences. 

Resilience also strengthens when employees view failures as lessons rather than setbacks and when mistakes fuel growth instead of blame. Developing problem-solving skills through scenario-based training, role-playing exercises, and collaborative decision-making processes makes employees think critically and adapt quickly to new situations.

2. Provide resources for stress management, well-being, and mental health

Stress plays a huge role in employee burnout and disengagement. Beyond solving the root cause of the problem, companies can ease the pressure by offering:

  • Wellness programs that encourage healthy habits
  • Time management techniques
  • Relaxation techniques
  • Access to mental health resources
  • Mindfulness sessions

Providing these tools helps manage stress and prevent burnout. Equipping employees with coping mechanisms sharpens their ability to stay calm when the heat is on. What relates to mental health strategies, offerings like on-demand counseling services can be of use. 

3. Strengthen leadership with leadership development programs and leadership coaching 

Resilient leaders inspire employees to follow suit, as transparent communication and a positive outlook impact team morale. That’s why taking leadership training or coaching on emotional intelligence, adaptability, and communication gives managers the knowledge they need to support their teams. To further enhance leadership qualities, especially for resilience purposes, developing a growth mindset is a must.

4. Cultivate a growth mindset

What is a growth mindset, in brief? A growth mindset is a way of thinking that turns challenges into opportunities. When employees adopt a growth mindset, they focus on progress over perfection. They understand that success isn’t a fixed destination but constant learning and adaptation. Motivating employees to embrace ongoing development and recognize effort, not just results, keeps them flexible.

5. Promote continuous learning and development

Employees see increasing value in learning for adaptability in times of change, per the 2025 LinkedIn Workplace Learning Report—68% of employees agree that learning makes it easier to respond to change.

Upskilling and career development programs empower employees with the knowledge and confidence to handle workplace challenges. Learning resources and career growth opportunities allow them to adjust to workplace demands.

6. Encourage work-life balance

We all need time and space to recharge. Maintaining a healthy work-life balance is vital for employees’ overall well-being and productivity:

  • Improves mental health and reduces stress-related illnesses.
  • Strengthens social connections and boosts emotional fulfillment.
  • Enhances focus and allows time for professional development and leisure activities, leading to better work performance.

Ways for organizations to support work-life balance:

  • Flexible work arrangements, minimized back-to-back calls, deep work time, async-first communication
  • Encouraging time off and mental health days
  • Setting boundaries around after-hours work

According to the SHRM Annual Benefits Survey, most employers continue to prioritize flexible work policies and benefits, with 70% calling this “very important” or “extremely important.” Hybrid work continues to be popular and is offered by 63% of employers.

7. Recognize and reward efforts

Recognition reinforces employees’ belief in their abilities. This confidence makes them more resilient, as they feel validated and capable of addressing issues. They understand that their hard work is noticed, even when things are tough. Effective recognition strategies include public appreciation and performance-based rewards. 

How can career coaching build resilience?

Career coaches help employees build resilience by developing skills to tackle challenges proactively. Here’s how:

  • By focusing on employees’ strengths, career coaches grow confidence and self-efficacy—buffers against stress. Employees learn how to use their talents to smoothly navigate obstacles.
  • Career coaches teach employees how to shift their perspective, helping them see new possibilities. 
  • A strong support system is the anchor that keeps resilience grounded. Career coaches provide a trusted relationship that nurtures emotional fortitude while also offering guidance through difficult situations. 

If an employee tackles one big challenge, the next one feels a little easier. Just like in fitness, the goal isn’t to avoid the heavy lifting—it’s to get better at carrying the load. Want to build a resilient workforce? Start by giving employees the right tools and support. (Hint: That’s where Amy comes in.)

How Amy enhances employee resilience and well-being

Amy is an employee development platform designed to strengthen resilience while caring for employee well-being. It integrates seamlessly with existing performance and development systems for employees and organizations to succeed in career growth.

Key features of Amy:

  • Science-driven assessments. Self-assessments measure employees’ well-being and provide actionable insights to help HR teams with effective mental health strategies. Platform’s methodology focuses on mental health, stress management, and emotional resilience to enhance overall well-being. In addition, HR and L&D managers can identify employees’ skill gaps, work challenges, and areas for improvement.
  • Personalized development programs. Amy provides learning recommendations based on employees’ self-assessments and career goals, ensuring that professional development aligns with both company needs and personal growth.
  • Tailored career coaching. Amy platform delivers personalized coaching and real-time guidance customized to address employees’ stressors.
  • Leadership development coaching. Amy offers context-aware coaching for managers, helping them develop stronger leadership skills and better lead their teams.

A resilient workforce is an investment that pays off

Organizations that invest in building workplace resilience not only enhance employee well-being but also drive higher engagement, lower turnover, and improved performance. By putting these seven strategies into practice and using Amy human potential platform, companies can create an environment where employees feel backed and prepared to handle challenges.

Take a proactive approach to resilience-building with Amy to ensure employees have the skills, mindset, and support necessary in today’s fast-changing workplace.

Building Stronger Teams: Key Strategies to Improve Employee Retention

Posted on by by Nataliya Melnyk, Marketer at Amy

Keeping employees engaged isn’t just a box to check—it’s a constant priority for HR professionals and managers. The Socio-Economic Approach to Management (SEAM) theory suggests that when employees are healthy and motivated, they contribute more to the company’s overall success. In other words, employee satisfaction and productivity directly impact a company’s profitability. 

Fair compensation, career development opportunities, and understanding what employees truly want from their jobs all play a role in keeping them around. Moreover, employee retention is deeply connected to the strength of the teams and the organization as a whole:

  • High retention creates stronger teams. When employees stay longer, they build deeper connections and better team dynamics. Long-term employees understand the company, trust each other, and work more effectively together. A stable team can solve problems faster, communicate more clearly, and mentor new hires, leading to better performance overall. 
  • Stronger teams create high retention. When responsibilities are balanced and teammates support each other, stress drops, making employees less likely to leave. Cross-team collaboration, mentoring, and peer recognition build bonds, boosting commitment to the company.

Now, let’s move on to the broader impact and four strategies on how to enhance the retention of employees.

Why does employee retention matter?

High retention means fewer disruptions and faster decision-making. Teams don’t rebuild every few months. They grow as their expertise. A culture like this brings engagement and stability to the table. 

High turnover does the opposite. It slows teams down, drains knowledge, and drives up costs. Instead of focusing on results, managers are stuck filling gaps. Still, not all employee turnover is bad, and not all retention is good. Effective retention strategies for your retention plan should be built on understanding why employees leave or what attracts employees to new opportunities. We will review four proven and most common retention approaches. 

4 strategies for employee retention

1. Invest in employee learning and career development

A 2025 LinkedIn Workplace Learning Report highlights two major workforce challenges:

  • Nearly half of learning and talent development professionals see a skills crisis—49% say their executives worry employees lack the right skills for the business strategy.
  • 88% of organizations are concerned about employee retention.

The report reveals that providing learning opportunities is the No. 1 retention strategy among surveyed professionals. Without development opportunities, many employees are willing to switch careers.

Organizations that invest in training and career growth see significant benefits:

  • Faster skill development: LinkedIn data shows that combining learning with leadership training, coaching, and internal mobility accelerates critical skill growth.
  • Better business outcomes: Companies prioritizing career development outperform others on key business metrics.
  • Higher retention confidence: Businesses that develop their employees feel more assured in their ability to retain top talent.

Skills-based approach in employee learning and career development

A skills-based approach prioritizes employees’ capabilities over job titles and focuses on:

  • Talent development: Training employees in skills needed for future growth.
  • Collaboration: Aligning HR, leadership, and other departments to match learning programs with organizational goals.
  • Internal mobility: Enabling employees to move across roles based on skills, not just experience.
  • Personalized learning: Tailoring career development plans to individual strengths and growth areas.
  • Agility: Equipping teams with diverse, transferable skills to adapt to market changes.

Skills-based talent strategies help identify, develop, and use specific employees’ skills to drive business success. Amy platform is designed to unlock human potential through a skill-based strategy, drawing from SEAM theory. SEAM emphasizes that investing in people’s capabilities—not just cutting costs—contributes to profitability. With Amy, you can create a workforce that’s skilled, adaptable, and invested in your company’s future—ensuring both business growth and retention of employees.

Keeping top talent is crucial to staying competitive. Learning and development as a retention strategy helps employees stay, cuts rehiring costs, and preserves institutional knowledge.

2. Support employee well-being through flexible schedules, sabbaticals, and time to recharge

The SEAM theory mentioned in the previous section links employee well-being with financial success as well. Ignoring well-being leads to burnout, lower engagement, and higher turnover, costing companies talent and revenue. 

Organizations that strengthen retention through well-being initiatives see stronger teams and lower absenteeism. Examples of well-being practices:

  • Flexible schedules let employees manage workloads in ways that fit their lives, reducing stress and improving work-life balance. 
  • Sabbaticals reward long-term commitment, giving employees time to reset and return with fresh energy. According to the Guardian research, workers are increasingly choosing employers that offer sabbaticals to combat burnout and improve their work-life balance. About 15-25% of employees take advantage of sabbatical leave when offered.
  • Encouraging time off—whether through mandatory mental health days or no-questions-asked PTO—prevents burnout before it starts.

When employees are overworked and exhausted, performance suffers, and turnover spikes. A workplace that supports well-being represents a better place to work and a smarter business strategy.

3. Promote recognition culture in addition to benefits

Competitive compensation, wellness programs, and career development opportunities give employees a reason to stay. But benefits alone aren’t enough—recognition is essential in reinforcing commitment and job satisfaction. Celebrating achievements, offering performance-based incentives, and cultivating a culture of appreciation elevate morale. Regular recognition fuels employees’ connection to the organization. 

When employees feel valued and supported, absenteeism drops, and productivity flourishes. Thus, companies that promote competitive benefits and meaningful recognition build high-performing teams and create a workplace where people excel, which in turn improves retention.

4. Offer mentoring and career coaching programs

Mentoring provides employees with guidance from experienced leaders, helping them navigate their career paths, develop new skills, and build stronger relationships within the company. Coaching programs take this further by offering tailored support to address specific challenges and career goals, ensuring employees feel committed to their growth.

Benefits of mentoring and coaching programs for retention:

  • Employee engagement: Personalized support deepens employees’ connections with both their teams and their work, leading to greater engagement.
  • Professional development: Employees gain insights, increasing their sense of purpose and potential within the company.
  • Stronger leadership pipeline: Mentoring and coaching help identify and develop future leaders within the organization, ensuring leadership continuity.

Retain top talent and strengthen your teams with Amy’s tailored retention strategies

Employees have unique motivations and concerns, making a one-size-fits-all retention package ineffective. Amy human potential platform tailors a retention plan with retention strategies to individual needs. For example, with Amy, a company facing reorganization can address specific concerns of high-performing, at-risk employees. 

Amy team works on individual, manager, and company levels:

  • Defines goals and KPIs with screening assessments
  • Customizes methodology, self-assessment tools, content, and expert profiles based on company goals and team’s peculiarities
  • Introduces managers and employees to the platform with clear instructions
  • Tracks progress with regular reports and 1:1 check-ins
  • Measures achievements with data-driven insights

Amy’s tailored retention strategies focus on keeping employees engaged, satisfied, and motivated. Self-assessments help employees identify strengths and growth areas, while 1:1 coaching offers personalized support to overcome challenges and achieve their professional potential. This approach results in a more self-aware workforce with higher retention rates. 

Finding great talent is tough—keeping it is even tougher. Inefficient retention approaches waste resources and increase turnover. Check Amy to align development strategies with organizational needs, improving workforce stability. Make employees feel heard and connected. When they are valued in the company, they stay. And when they stay, your company becomes the kind of place where top talent wants to be.

Struggling with High Turnover? Here’s Why and How to Fix It

Posted on by by Nataliya Melnyk, Marketer at Amy

Employee turnover rates are on the rise globally. If a company ignores workforce retention, the result could be expensive replacements down the line. 

McKinsey suggests that the cost of replacing employees ranges from one-half to two times their annual salary. Gallup’s research estimates that replacing leaders and managers can cost up to 200% of their salary, while replacing technical professionals costs around 80%, and replacing frontline employees costs about 40% of their salary. Gallup also states that 42% of employee turnover is preventable but often ignored. 

How can you spot turnover issues and, most importantly, address them? Here’s an overview of the reasons, impacts, and solutions to consider.

Why are many talented employees leaving?

While some industries face challenges related to unmanageable workloads, others struggle with a lack of professional growth opportunities. 

Among the common causes of high turnover are:

  • Uncompetitive salary and benefits. Competitive compensation and benefits packages are core not only for attracting but also for retaining top talent. If employees feel underpaid or undervalued, they will be more likely to accept offers from competitors.
  • Lack of work-life balance. Organizations that fail to support employee well-being and offer flexible work arrangements struggle to keep high performers.
  • Limited or missing growth opportunities. Employees crave professional development. If they feel stuck in their roles, with few or no opportunities for advancement, they look for a clearer career path. 
  • Lack of engagement. Employee engagement is another driver of retention. Disengaged employees are less committed to their work. They show reduced productivity, which oftentimes pushes them to seek opportunities elsewhere.
  • Poor management. In turn, strong leadership is crucial for employee engagement. Ineffective managers can create a toxic work environment, blocking growth initiatives and pushing top talent out the door. 85% of employees who leave cite poor management as a factor. Leadership plays a pivotal role in retention per SHRM. Effective leadership promotes trust, supports development, and encourages employees to remain engaged and loyal. 
  • Toxic work culture. A negative work environment characterized by a lack of respect can quickly drive employees away.

Tackling turnover early by boosting employee engagement, offering career growth, and strengthening leadership makes your workforce resilient and more satisfied with a job, which lowers employee departures. Let’s explore this further.

visual representing employee turnover

How can HR managers reduce high turnover rates?

1. Fair compensation and work-life balance

According to SHRM’s State of the Workplace Study 2023-2024, nearly 9 in 10 U.S. workers (87%) believe fair compensation for current employees should be the top priority. Organizations that prioritize competitive salaries in addition to supporting work-life balance have a better chance of retaining the workforce. To help your employees maintain healthy boundaries and balance work with personal time, check out the articles Hey, I Miss You. Yours Truly, Work-Life Balance and 5 Time Management Techniques to Handle Work and Personal Responsibilities Effectively.

2. Recognizing employee efforts

Recognition works best when it’s timely and specific. Generic praise falls flat—call out real contributions that make an impact. A public shoutout, peer-to-peer recognition including bonuses, or a small reward can go a long way. And it’s not just about promotions or pay. Flex time, extra days off, or wellness perks show employees their efforts matter while supporting work-life balance. 

When recognition programs are part of the culture, employees feel appreciated and are far less likely to leave. Investing in their career development is another form of care and recognition.

3. Employee career development and upskilling

Organizations must broaden employee growth beyond promotions. Even those content in their roles seek to evolve. Cross-training, mentorships, or lateral development expand skills and open new career paths—all without leaving the current position. Career development opportunities, such as continuous learning and advancement programs, keep employees engaged and committed. Organizations with a strong learning culture have 30-50% higher retention, as per Deloitte and Work Institute’s 2024 Retention Report. 

More companies now use online assessments to pinpoint skill gaps and offer personalized training. Amy human potential platform can help you identify employee skill gaps and development needs, ensuring alignment with the organization’s goals.

4. Workplace flexibility and workloads

Flexible work options, like remote or hybrid models, are critical to reducing turnover. Employees now expect flexibility to be a non-negotiable part of their roles, and organizations that provide it are more successful in retaining talent. However, flexibility alone isn’t enough. 

Unmanageable workloads can overwhelm employees, even with flexible options in place. Without adequate support, the pressure builds up, leading to burnout and eventual departure. Balancing both flexibility and workload is key. 

5. Building a strong organizational culture and supporting well-being 

A strong organizational culture builds trust and clarity, aligning employees with the company’s mission. When culture prioritizes inclusivity and transparency, people engage more deeply and stay longer. Supporting well-being is essential to this—offering mental health resources, stress management, and flexibility shows employees they matter beyond their output. And when employees feel supported in all aspects, they perform better. 

Communicate your company values, celebrate employees’ achievements, and nurture a sense of community to increase morale and productivity in your workforce.

6. Improving leadership and managerial support

All the points mentioned above are challenging to reach without effective leadership. By understanding each person’s purpose, goals, and career aspirations, managers lay the foundation for growth. This insight allows for tailored career plans that meet individual needs. While employees are responsible for their career paths, strong leadership provides the support and direction necessary to guide them forward.

Managers must also adapt to remote work challenges and maintain a work-life balance for themselves and their teams. Cultivating cohesive, accountable teams and ensuring clear communication are vital for organizational goals. 

Yet, managers often balance their leadership duties with individual contributor work without the support of training or development programs. While some training exists, it is often passive, like watching videos or reading materials. To address this, focus on developing key management skills with coaching, microlearning, or other proactive methods. With Amy human potential platform, your C-level executives or mid-level managers can engage in 1:1 coaching sessions with experts to enhance organizational culture and strengthen employee relationships.

Say goodbye to continuous turnover with Amy

Retention is a long-term investment, not a quick fix. The strategies in this article, backed by recent research, target the areas of compensation, career development, recognition, flexibility, workload management, culture, well-being, and leadership to tackle high turnover. 

Focusing on employee engagement, growth, and well-being, you are building loyal, high-performing teams that drive your organization’s success. Amy human potential is created for professionals like you to ease the process of employee development. Try Amy and start decreasing turnover today.

Leadership, Executive, and Management Coaching: A Guide for Organizational Growth

Posted on by by Nataliya Melnyk, Marketer at Amy

Many experienced professionals rely on mentors or coaches in their careers. The greatest musicians look to instructors to hone their craft. Whether mastering a complex piece or performing in harmony with an orchestra, guidance helps them fine-tune their skills and connect with their audience more deeply. Similarly, leaders in organizations benefit from leadership, executive, and management coaching to sharpen their expertise and build stronger connections within their teams.

Leaders at any level can cultivate skills with leadership development programs and coaching sessions. Such initiatives guide managers to overcome challenges and advance in their careers. But the difference? We will review the types of career growth coaching and the benefits they bring to a company. A mid-level manager who is to climb the corporate ladder, an executive improving the leadership style, or an HR and L&D manager seeking effective coaching programs—this guide has you covered.

What is what? Choosing the right coaching format

the difference between leadership, executive, and management coaching

Why is leadership, executive, and management coaching so important?

Today’s leaders need not only strategies, goals, and strong managerial skills but also interpersonal skills, like empathy and resilience, to motivate collaboration. They need to approach leadership in a way that enhances the productivity and growth of their people. 

Take the micromanagement problem. Coaching and regular check-ins support managers in delegating work and encouraging team independence.

Leadership coaching creates a supportive workplace culture. By addressing individual and team development, the program ensures leaders are prepared to nurture overall success.

6 benefits of leadership, executive, and management coaching

Despite having distinct focuses, three types of coaching share advantages.

Happier leaders

  1. Dynamic professional growth. Leaders excel in their careers when they practice self-reflection and take on new challenges. Coaching highlights their strong sides and areas for improvement. It provides fresh approaches and strategies, helping a manager or executive leader see beyond the blind spots in their daily routine. Executive leadership coaching focuses on strategic thinking and experimenting with different viewpoints.
  2. Improved leadership skills. Equipping leaders with the mindset and tools for upskilling helps them grow professionally, find their leadership style, and align teams with company goals. Leadership coaching specifically strengthens decision-making and problem-solving skills.
  3. Enhanced motivation. Leaders feel valued and supported through the organization’s development initiatives and commit more to their role. Because if a manager is disengaged, it leads to low morale within the team.

Happier teams

  1. Reductions in stress and absenteeism. Strong leadership is about a resilient workforce. When leaders show empathy and prioritize employee well-being, it reduces stress levels. Employees feel more engaged in their roles, leading to fewer absences. This, in turn, improves overall team productivity and morale, as employees are better equipped to handle workplace pressures. Strong leadership also encourages a culture of open communication, which allows issues to be addressed before they lead to burnout or disengagement.
  2. Increased team performance. Leaders who embrace coaching strategies create productive teams. Through coaching, an executive can handle work in silos for departments and improve teams cross-functional collaboration. This directly enhances organizational effectiveness and ROI. 
  3. Better employee engagement and goal achievement. 69% of employees say leadership impacts their engagement, per Gallup. Skilled leaders promote an environment where individuals feel valued, heard, and motivated to contribute. When they recognize achievements and offer opportunities for growth, employees are more likely to take ownership of their work and feel connected to the company’s goals. This leads to higher levels of enthusiasm, commitment, and productivity. Plus, coaching brings clarity to set actionable steps for short-term and long-term goals and keeps a leader on track for measurable results. 

And when leaders and teams are happier, organizations thrive, and careers advance. 

How to measure leadership, executive, and management coaching effectiveness?

Coaching’s impact doesn’t fit neatly into the usual format of skills-based learning programs. Still, while coaching engagements can be complex, the effectiveness of leadership coaching is measurable. Return on investment (ROI) doesn’t always have to be financial. The measurement depends on the goals of the coaching program. 

What might the results be?

  • Positive changes in behaviors and attitudes of those directly or indirectly impacted by the coaching process
  • Leadership and management development by specific KPIs
  • Higher team engagement, retention, and appreciation from stakeholders and customers
  • Increase in revenue, income generation, and profitability

With data?

Yes, data-driven insights are worth going over in more detail. Organizations want proof of their investment. Performance analytics help track progress, highlight areas for improvement, and tie coaching strategies directly to business performance. With this data, companies can adjust their coaching programs to be more impactful, aligned with goals, and focused on real behavior change. This shift moves coaching from being solely about individual growth to a strategic tool. It strengthens leaders and their teams, builds skills, and tackles challenges to bring cultural transformation and company success. 

At Amy, we offer tracking tools that give data-driven analytics on team engagement. The analytics results from self-assessments and personalized coaching. By combining smart tech with human expertise, we are helping companies build environments where employees actually want to grow. This is to shape decision-making, insights, and strategies.

Introducing coaching initiatives in organizations with Amy

For HR and L&D managers, leadership and executive coaching programs can greatly contribute to organizational progress. Here are three steps to roll out:

  1. Define needs and areas where coaching can provide the most value.
    Using Amy human potential platform: Amy team works with you to set clear goals, KPIs, milestones, and expectations. We customize assessments to your company goals. 
  2. Partner with professionals experienced in leadership, executive, and management coaching.
    Using Amy human potential platform: You can enroll your employees for tailored self-assessment tools and personalized 1:1 coaching. Amy guides them with steps to address work challenges and identify growth opportunities.
  3. Track progress by metrics depending on your defined goals to measure coaching effectiveness. Encourage ongoing development and create opportunities for employees to apply their coaching experiences.
    Using Amy human potential platform: Amy team and you can track progress through regular reports and 1:1 check-ins to ensure employees are on track and happy. What’s inside the app? Dashboards, data analysis, and feedback to adjust goals and improve outcomes.

Make leadership growth strategic

Without the right personal growth initiatives, leaders are left behind, and the organization risks stagnation. Career growth requires a clear strategy, self-awareness, and continuous learning. Leadership, executive, and management coaching offer proven tools to help leaders overcome challenges, unlock their full potential, and reach long-term success. 

Imagine an executive facing a challenge like organizational supply chain disruptions. They might feel overwhelmed by competing priorities. Through leadership coaching, they learn to break down the problem, weigh trade-offs, and implement a clear action plan. As a result, they build stronger relationships with suppliers.

By embracing coaching, leaders make more balanced and thoughtful choices because they have the talent and skills to consider different perspectives. Make coaching an essential part of your development plan, especially to strengthen your leadership pipeline and invest in your future.

How Skills Development Can Help Your Career Growth

Posted on by by Nataliya Melnyk, Marketer at Amy

Skills power your career. They are what keep you moving forward to new opportunities. Think of skills as the fuel that runs the engine of career goals, driving you along the career path. Without them, you can’t get far. And the better you build skills, the further you can go. Keeping your skills sharp is essential to get promoted or stay relevant in a field. 

This guide will explain why skills matter and how to develop them effectively. 

Why skills matter

Today, professionals and leaders must adopt a growth mindset—an open, proactive approach to learning and evolving. This means consistently improving your skills and staying on top of industry trends. By committing to upskilling, you are not just keeping up but staying ahead. Without the right skills, you might find yourself stuck or moving slowly. With the right skills, you are accelerating in:

  1. Adaptability. The job market is constantly shifting, and so are the priorities of employers. More than ever, companies seek candidates with specialized skills tailored to their unique needs. The days when general skills could catch an employer’s eye are fading. By mastering the sought-after, industry-specific skills, you stand out as the best fit for your current or desired role.
  2. Value as a professional. To give yourself a competitive edge, identify what is in demand. Then, invest your time and energy in developing those areas. By focusing on the skills that matter most, you will not only enhance your career prospects but also position yourself as a valuable asset in an organization or in the labor market.
  3. Career advancement. Skills are the cornerstone of a successful career. They help you perform your job efficiently. But the real magic happens when you grow your skills—it can lead to a better salary, a leadership position, or the chance to take on thrilling projects. Skills development prepares you for future roles and opens doors to career opportunities you might not have considered. 

Consider the example of a mid-level software developer who had been stuck in their role for three years. Recognizing that many higher positions required knowledge of cloud computing, they decided to enroll in a cloud computing course, complete several projects, and earn a certification. Within four months, this proactive effort led to a promotion to a senior developer role with a significant pay raise.

Difference between upskilling, reskilling, and skills development

  • Upskilling means improving existing skills within your current role or industry to strengthen your expertise or take on new responsibilities with targeted training. An example is a UI/UX designer mastering a new advanced AI prototyping tool to work on more complex projects within their company.
  • Reskilling takes more radical action. It’s about building a new skill set for a role that entirely differs from your previous roles. Take an administrative assistant who becomes a project coordinator after training in project management methodologies. Another example can be an HR specialist transitioning into a Learning & Development (L&D) role by acquiring new skills in instructional design and e-learning technologies.
  • Skills development is a general, broader process of gaining new skills and improving existing ones. This approach refers to continuous learning and a wider range of skills across various areas. Imagine a marketing professional learning coding and data visualization to better analyze campaign performance and create interactive reports. While their primary role doesn’t require these technical skills, gaining them allows for more effective communication of data-driven insights. Another example for a marketer could be taking a project management course to deepen their organizational skills that serve well in various work environments. 

Transferable skills as a basis for expanding expertise

Transferable skills are the abilities and talents you can carry from one role to another, regardless of the industry. They are not limited to a single job but come in handy across different sectors. Basically, these are skills you can take with you wherever you go. Common examples are problem-solving, teamwork, communication, and time management skills, which are soft skills. Hard skills can apply as well. They make you adaptable to changes in case a career shift happens. 

How to identify your transferable skills?

  • Review past or current roles: What skills did you use or do you use that could apply to other roles?
  • Self-assessment tools: Try career coaching services like the Amy human potential platform to help identify your core transferable skills.
  • Consider non-work experiences: Skills gained from volunteering or hobbies can also be transferable.

Let’s review the success story of transferable skills—an English teacher transitioning to a tech writer. A teacher showcased their skills in English language, lesson planning, and mentoring. In addition, the ability to explain complex concepts clearly made them a perfect fit for a new role. 

Transferable skills can make you a strong candidate for promotions or new roles that require a broader skill set. Skills like tech skills—basic coding, data analysis, and digital marketing—are becoming valuable across many fields.

To sum up, seeking extra training in areas that complement your mastery can accelerate your path to career success. But how to figure out skill gaps?

employees upskilling

How to identify the right skills and map them to your career plan?

Before you start developing new skills, identify the ones that will have an impact on your career:

  1. Assess your current skills. Start by taking a good look at your hard and soft skills. Hard skills are the technical abilities you have picked up, while soft skills are things like teamwork and communication. The trick is finding out how these skills match the field you aim for. Ask yourself reflective questions. What skills do you use daily? Which ones are you comfortable with, and which ones need improvement? 
    Career coaching tools can be a big help here. For example, Amy Skill Development Plan and Skills Gap Analysis self-assessments can guide you in pinpointing what skills you have, what you are missing, and how to fill those gaps with courses or training programs.
  2. Look at job descriptions and industry trends to better define gaps in your skill set. If you have a specific role or promotion in mind, review the job descriptions for that position. What skills are repeatedly mentioned? What skills are you missing?
    Industry trends also support upskilling. Are there emerging skills or technologies becoming essential in your field?
    At this stage, don’t forget your transferable skills. By clearly connecting your experience—whether in a new domain or not—to your desired role, you can then focus on acquiring the additional skills needed.
  3. Seek feedback. Your colleagues or mentors might highlight talents you haven’t considered. You can ask a manager for a planned evaluation to spot skills together and map them to your career plan.
  4. Outline your upskilling strategy for learning. Look at various education and training opportunities to fill in your gaps. Once you have pinpointed the knowledge gaps, design a learning path to address them or ask your company’s HR or L&D specialist to assist. Decide which skills to tackle first, what will come next, and the best resources or platforms to acquire these skills.
  5. Map skills to a career plan. Summarize skill gaps for upskilling or reskilling by mapping them to your short-term and long-term career goals. Specify resources based on learning strategy and timing. Add educational and training options to close gaps. Outline a structured curriculum and expected results. Some companies provide access to career development programs or upskilling platforms. Ask your HR representative or your manager about any available offerings.

How to develop the skills mapped?

Skills for career development require actions. Here is how to build your skills:

  1. Follow your career plan and goals. Work towards your defined goals and measure your progress accordingly.
  2. Take professional development courses. Online platforms offer courses on many skills. Look for ones with good reviews and credible instructors. In addition, benefit from company training. Many companies have experts in different fields who train on specialized skill sets. Check with your manager about what your company offers and which courses fit best for your professional growth.
  3. Practice regularly. Skills are best built with practice. If you are learning a new tool, use it daily. If it’s public speaking, find opportunities to present at work. If you are someone who thrives with hands-on practice, dive into a project that lets you work on the skills you aim to develop. This can be an existing project at work or an initiative outside the office. This way, you will gradually build a portfolio showcasing your growing expertise.
  4. Find a mentor. A mentor can provide guidance as you look for relevant resources, share their experiences as they may already have the skills you are working on, and help you navigate challenges as you build new skills.
  5. Be active with networking. Networking with others in your field can expose you to new ideas and solutions.
  6. Analyze and improve. Reflect on what went well and what could be done differently for better results. 

Keep learning, keep growing—with Amy by your side

Your career is closely tied to your skills. By continuously improving them, you grow in your field, as enhanced skills make you a strong candidate for promotions and leadership positions. If you want to switch roles, learning the required skills for a new initiative can make the transition smoother.

Use Amy human potential platform to identify the skills that matter, commit to learning, and watch the career opportunities unfold. 

What is a Career Plan and How to Create One?

Posted on by by Nataliya Melnyk, Marketer at Amy

Have you ever had a goal that you were excited about but somehow never reached? We have all been there. Setting goals is the easy part. Achieving them? That is where many get stuck. The reason might not be a lack of effort but a lack of planning. Without a clear plan, goals often stay just like that: ideas in our heads. With a plan, you get structure by breaking big goals into small, actionable steps. You stay focused and resistant to distractions. You tackle challenges. 

If struggling with procrastination and missed chances seems familiar, think of a career plan. Yet another argument to create one is when you regularly underestimate what it takes to succeed. In the article, we will find out how to achieve a desired career path as an employee. As a manager, learn about your part in the article’s final section.

What is a career plan?

A career plan is a roadmap that outlines your professional goals with the steps to achieve them. To move forward with goals, you define a timeline and build up the right skills along the way. With a career plan, you know where to start, stay on track, and measure progress. 

Why a career plan is so important?

Mapped-out targets bring clarity, drive growth, and motivate by uncovering opportunities and skills needed down the line. Here, purpose and achievements are not only in mind, but they are visible.

5 steps to create a career plan

Reflections on current status and future career

1. Self-assessment

Asking yourself questions is present at every stage of creating a career plan, but the following are essential to begin with:

  • What are my life and work values, interests, and aspirations? What work format do I prefer? 
    Recommended assessment on the Amy human potential platform: Your Work Values and Your Life Values to go through core groups.
  • What are my strengths and weaknesses?
    Recommended assessment on the Amy human potential platform: Personal SWOT Analysis to clarify your talents and growth areas in addition to opportunities and threats for your role.

2. Goals

Set SMART career goals. SMART goals are Specific, Measurable, Achievable, Relevant, and Time-bound:

  • Short-term: Learn a new tool relevant to your job in 2 months.  
  • Long-term: Transition to a managerial role within 5 years.  

The questions for you to outline aims are:

  • Where do I see myself in half a year or 1 year for short-term goals? In 5 years for long-term goals?
    Recommended assessment on the Amy human potential platform: Career Pathway Reflections to define a clear picture of where you want to be in 5 or 10 years from a career perspective. 
  • What resources do I need to achieve these goals?  

3. Research

Take a closer look at potential roles, projects, or industries that appeal to you and fit your goals. Dive into the specifics of various fields, discover emerging trends, and consider how different roles or projects can help you grow professionally. The more you explore, the clearer your career path will become. 

4. Skill development

Consider your expertise and identify skill gaps. 

  • What skills do I use most of all?
  • What skills do I wish to use more? What to gain? 
  • What skills do my desired roles require?  
  • How do my current skills compare?  
    Recommended assessment on the Amy human potential platform: Skills Gap Analysis and Skills Development Plan to review what capabilities you already own and what you expect. 
A picture of working on a career plan

Action plan

5. Mapping a career path

Mapping a career path is the final step in crafting a career plan and means not just knowing where you want to go but also understanding how to get there. You create a framework for action and long-term growth.

Sample of a career plan

Let’s take Mike, a software engineer, as an example of how goals can be divided into steps that fit aspirations.

  1. Break goals into actionable steps. Instead of aiming broadly for a senior role or a management position, focus on smaller, specific tasks that will lead you there.

Mike aims to become a senior software engineer, that’s why manageable pieces for his goal are:

  • Contribute to more complex projects within the team.
  • Mentor junior developers to build leadership capabilities.
  • Learn advanced skills like designing scalable systems.

For these steps, Mike needs to add:

  • Resources: Access to online courses on Coursera. Websites like LeetCode and Codewars for practicing coding challenges. Development environment: PyCharm, Git, and AWS. Guidance from a career coach, senior developers, or mentors to gain insights on skills improvement and career progression. 
  • Success criteria: Completing courses. Moving into a more senior role. Receiving positive feedback from managers on improved performance and leadership.
  • Barriers (if any): Balancing work and upskilling.
  1. Incorporate strengths, skills, and opportunities. Revisit the skills and opportunities you identified earlier. This is where you connect what you have with what you need. Focusing on building your skills while actively seeking opportunities ensures you are applying your learning.
  • List the skills you already have: Mike is proficient in Python and Celery.
  • Identify gaps: His target role requires cloud computing knowledge and leadership experience, so Mike makes those areas a priority.
  • Align your learning with real-world opportunities: Mike should enroll in an AWS certification program to build cloud expertise and volunteer to lead a small project within his current team.
  1. Create a timeline for your milestones. A timeline adds structure to your plan and helps you stay on track. Start by listing your goals and assigning realistic deadlines to each milestone. Review and update your plan when you face unexpected challenges and progress.

Mike’s timeline looks as follows:

  • Month 1–2: Learn FastAPI and build a small personal project.
  • Month 3–6: Contribute to an open-source project using FastAPI.
  • Month 7–12: Lead a small team project to showcase leadership skills.
  • Year 2: Apply for senior roles while continuing to grow in cloud computing knowledge.
A picture of career plan drafting

Evaluation to make your plan work for you

  • Use career mapping tools like progress charts to visualize your career path.
  • Share your plan with a manager, mentor, or a close person to hold you accountable.
  • Schedule regular check-ins to evaluate your progress.  
  • Be ready to tweak your plan as new opportunities arise.
  • Recognize your wins, big or small, to stay motivated. 

Common challenges and how to overcome them 

  • Lack of clarity. Use self-assessment tools or career coach guidance to sharpen your direction. Career coaching empowers you to get started on the right foot and gain confidence. With a career coach, you can create a solid career roadmap and overcome obstacles when hesitant. 
  • Fear of change. Start small with manageable steps, as big ones may feel overwhelming.
  • Balancing work and goals. Use time management techniques, such as blocking dedicated time for self-development.  
  • Stagnation. Seek new challenges or roles within your organization.  

How an HR and L&D manager can assist

  1. Use self-assessment surveys and platforms for employees, like the Amy human potential platform, to identify their career drivers.  
  2. Prepare Individual Development Plans (IDPs) that include short-term and long-term goals your employees target. Align employee’s goals with organizational objectives in the plan. 
  3. Map out career pathways and career ladders within departments based on employees’ desired roles and skills. Provide resources such as role transition guides, job shadowing, and rotational programs.
  4. Promote cross-departmental collaborations. Create mentoring programs and peer learning initiatives. Offer internal training programs and online courses. An L&D team might launch leadership training for mid-level managers aiming for executive roles.   
    Nearly 59% of employees claim they had no workplace training and that most of their skills were self-taught. 85% of employees want to choose training times that fit their schedule. That’s exactly what Amy offers—customized programs that cover microlearning for flexibility, tailored assessments for diverse needs, and on-demand support for teams.
  5. Schedule regular check-ins and annual career discussions. Use performance reviews to adjust career plans. Give constructive feedback to guide employees toward their goals. 
A picture of managers and career planning

If you face low employee engagement in career planning, you can introduce microlearning and career planning tools to boost participation. As an L&D manager, you might use data from learning platforms like Amy to suggest personalized learning paths for employees.

Turn goals into reality with Amy

Goals need structure to come to life. Otherwise, they often stay out of reach or in the ‘maybe someday’ pile. A defined, thorough career plan benefits both individuals and organizations. For employees, it provides clarity and purpose. For managers, it promotes a supportive environment where talent can thrive. While employees take ownership of their aspirations, HR and L&D managers give tools and resources to turn those aspirations into achievements.  

Start by reflecting on where you are now and where you want to be. The first step will set you on the path to big accomplishments. And Amy, as a human potential platform, is here for you to ease this path.

Career Change: Is it Worth Taking a Risk?

Posted on by by Nataliya Melnyk, Marketer at Amy

Thoughts about changing careers carry weight. They might show subtle signs of professional frustration or serve an urgent warning for a shift. They might signal that it is time to reevaluate your goals or priorities. Is it worth taking a risk and changing a job if you aren’t sure? Not always. At least not without some thought or planning, unless an urgent career change. So, when should you consider transition?

4 signs you need a career change 

1. You wish you had more time for yourself

Poor work-life balance and connected health issues—such as anxiety, stress, the pressure of overworking, and burnout—can shift your priorities. When these challenges arise, finding a flexible career that allows time to focus on your health, family, or hobbies becomes essential.

2. You feel bored and frustrated

Job dissatisfaction and lack of growth: the job no longer challenges you or doesn’t match your interests or long-term goals. You might feel stuck in repetitive tasks with no opportunities for advancement. You don’t see a future in your current position. At this point, a career change is about finding a role that brings back a sense of fulfillment and joy.

3. You lost motivation

Which means a lack of purpose: many career shifts are fueled by the need to push boundaries and engage in work that feels dynamic and rewarding. If your daily tasks are full of meaningless activities, it is natural to seek something more inspiring and aligned with your expertise and goals. A desire for purpose ignites professionals to do more and be more. Losing interest in a field may signal you have outgrown your current position or role. Switching them may connect your work with what truly excites you. 

4. You want to earn more

Financial need: the drive for better financial stability or higher income results from evolving responsibilities, such as growing family expenses or personal goals. If your current role doesn’t offer opportunities for financial growth, you look for higher-paying positions or explore industries with better-earning potential.

There are two major points in life when we think about professional changes—in our 20s, when we are just starting out, and in our 40s, when we begin to question whether our path still fits. At this stage, the idea of change can feel daunting because of the weight of responsibilities. But it is also a chance to realign your career with what matters to you now, using all the insights gained.

Midlife career change: why change careers at 40 and beyond?

You have years of experience in your work but still feel unfulfilled or crave a better work-life balance? Motivations may differ from personnel cuts because of organizational restructuring to seeking a healthier work environment or a fresh start. One thing is certain—you have enough confidence, skills, and resources required to make a move.

What can you get when changing careers in your 40s? 

Pros

  • Increased job satisfaction and impactful work—the opportunity to do what you love and what sparks your energy, matching your personal values with professional goals
  • Learning new skills and expanding your capacities and qualifications while taking self-paced programs
  • Reduced stress levels and more time for loved ones and hobbies, improving your mental health and beating burnout

Cons

On the contrary, transitioning to a new role may come with challenges, such as:

  • Adapting to unfamiliar tasks
  • For beginners, a lower starting salary

Still, the experience of switching careers often proves rewarding, leading to salary growth and enhanced job satisfaction.

Regardless of age, career transition requires a balance of practical preparation and emotional resilience. Along the way, it is important to remember that your career doesn’t define your worth. A career is just one part of who you are.

Think it over: reflections and preparation before diving in

Before making the leap, take a step back and analyze your motivations and goals. Self-reflection helps to gain clarity on what you truly want from your career and make a plan for how to navigate the career change. By taking the time to prepare, you set yourself up for a strategic career transition.

Checking current environment 

Initially, examine what you can do with your current work environment—whether you can improve conditions and address the career challenges within your company, which usually require less effort and resources. For example, talk to your colleagues or manager about concerns and career opportunities. Prepare the materials. If no shift happens, you can be sure you tried to break the ice. 

Assessing life circumstances

Ask yourself these questions:

  • What are the benefits of making a career change? What are the costs?
  • Am I ready for a steep learning curve, extra effort, and probably extra hours at the beginning of a career shift? 
  • Can I afford a potential gap in employment or a period of lower income?
  • Are my long-term goals aligned with my career transition?
  • Do I have any support during my career transition? Speaking of which, professional career coaches are always ready to give you a hand. 

Testing the waters

To be more confident about your decision, research companies you are interested in to learn about work specifics, position requirements, and culture. A financial cushion will also take off some of the pressure, especially for long transitions.

a picture of a man sitting at the desk and thinking

5 steps to navigate a career change

By following the steps, you can thoughtfully address a career change:

1. Reflect on your strengths, interests, values, and goals

Start by identifying the areas where you have excelled in your career. Think about what truly interests you and aligns with your core values and goals. Free tools like career coaching exercises can make the process more efficient and save your results for tracking. 

2. Research opportunities

Consider the type of career where you can match your skills, interests, values, and goals. If you hesitate about a full-time format, review options like part-time, job shadowing, and volunteering projects to begin with. Look at your industry and outside your field—job market trends, career platforms, company websites, and industry reports to check the availability of preferable roles. Having a diverse list of potential careers will expand your opportunities. This research can also highlight qualifications you might need to gain for these roles.

Networking matters to the same extent. Conversations with specialists in the area will provide valuable insights into the career you are interested in, as well as its pros and cons.

3. Analyze your skills

Identify the hard skills and soft skills you currently possess and how they translate to your desired field. Use career coaching tools to evaluate them. Amy offers the Skill Development Plan and Skills Gap Analysis exercises to create a skills development plan, define gaps, and bridge them through courses and training programs. Remember to assess your transferable skills. Transferable skills are the abilities you have picked up over time—things like problem-solving, communication, or being adaptable—that can work in almost any job or industry. The key is showing how those skills connect to your targeted role and how your experience makes you a great fit even in a new field.

4. Create a roadmap for proactive steps

Once you assess your skills and opportunities, create a plan with steps and a timeline. Map self-reflection information. Set specific goals and take action. A roadmap will give you visibility and measurable results.

5. Review your resume

Before applying for new roles, refresh your resume and other related materials, including your LinkedIn profile. Highlight skills specific to a role you are targeting and the most relevant experiences.  

Example of a career transition: career in data science

Meet Mike, 45, who has been a marketing analyst for 20 years. He is ready for a career change but wants to stay in tech. While Mike enjoys working with data, he feels unfulfilled by the creative aspects of marketing and aims to dive deeper into data-driven problem-solving. After researching various career paths, he decided to transition into data science.

Mike began by analyzing his existing skills, like statistical reporting and proficiency in Google Analytics. Skills to strengthen were programming and machine learning. Skills to learn—Python and SQL, which are essential for data science. He enrolled in an online course covering data visualization.

While studying, Mike volunteered for a nonprofit project to analyze donor data. He started building a portfolio showcasing his capabilities. Mike attended a local meetup for data scientists, learned the day-to-day professional routine, and got feedback on his portfolio.

To prepare for job applications, Mike updated his resume and LinkedIn profile to emphasize transferable skills, which in his case were marketing-related, and a new project. After months of preparation, Mike landed an entry-level data scientist position at a tech startup. 

Using a structured approach, like leveraging existing strengths, gaining new skills, and proactively networking, Mike successfully achieved his career change goal.

Let a career coach help you

If you feel confused during self-reflection or stuck with your career transition plan, a career coach at Amy can smoothly navigate your career change—with confidence and clarity. Whether you are pivoting to a new industry, returning to work after a break, or redefining your purpose, Amy career coaching gives you the structure, encouragement, and expert guidance to move forward. Invest in your future with career coaching and step into your next chapter with peace of mind.