Insights on Implementing a Career Development Program in the Workplace from ATD 2025

“We’re losing great talent.” “People want to grow, but they don’t know how—or where to go.” “We have learning programs, but no real development strategy.”

These were some of the most common frustrations shared by HR professionals at the 2025 ATD International Conference—and they’re more than familiar. Across industries, organizations are grappling with the same question: how do we support employees in building meaningful, long-term careers within our walls?

That’s where career advising makes the difference.

At our session, “Implementing a Career Advising Program in the Workplace,” the Institute for Career Advising and Development (ICAD) introduced a step-by-step framework to help organizations create career advising programs that truly work—programs that go beyond one-off workshops or job boards and actually shift culture.

If you missed the session—or want a quick refresh—here’s what you need to know.

Why Career Advising Is More Than a Trend

In today’s world of work, employees aren’t just asking for raises or perks—they’re asking for direction, purpose, and possibility.

According to LinkedIn Learning, 94% of employees say they’d stay longer if their company invested in their careers. Yet 41% still leave because they don’t see advancement opportunities. That disconnect costs companies time, money, and momentum.

Career advising helps bridge that gap. It’s not just about telling people what roles are open—it’s about helping them uncover what drives them, where they want to go, and how to get there. Done well, it includes:

• Career assessments (interests, skills, values)

• Personalized guidance from trained advisors

• Career pathway tools

• Mentoring and networking opportunities
  

And most importantly—it’s ongoing, accessible, and intentional.

The result? Stronger retention, higher engagement, and a workforce that’s growing from the inside out.

From Idea to Action: Building a Career Advising Program That Works 

Launching a new career development initiative can feel like spinning plates—especially when it needs to align with business goals, meet employee needs, and stay within budget. That’s why the ICAD model isn’t just a checklist—it’s an actionable, ten-step roadmap designed to help you build a career advising program that’s strategic, scalable, and sustainable.

The approach starts with asking the right questions: What’s going on in your organization? Who are you trying to support? What do your people need to grow their careers here?

From there, the model walks you through the key building blocks—like securing leadership buy-in, setting clear goals, defining what success looks like, and designing content that’s both flexible and accessible. It also emphasizes the importance of anticipating barriers (like low engagement or limited resources) before they become roadblocks, and ensuring you have a solid plan to promote the program internally.

What sets this framework apart is how it blends strategy with empathy. It’s not just about hitting metrics—it’s about building something that genuinely helps employees feel more confident, capable, and hopeful about their futures.

In short: it’s a human-centered, business-aligned process to turn good intentions into real impact. You can access our deep dive into the full ten steps here.

A Case Study in Program Transformation

One of the most powerful moments in our session came from a real-world success story.

An organization facing high attrition and low morale partnered with ICAD to implement a workplace career advising program using the ten-step model. Here’s what happened:

• After surveying employees, the organization found a clear desire for structured, personalized career support.

• They trained internal staff as career advisors, built a custom planning platform, and linked the program to an existing mentorship initiative.

• They used the Hope Action Inventory to measure impact—and saw a 10% increase in employee hopefulness. (Yes, hope can be measured—and it’s strongly tied to motivation and retention.)

• Flexible delivery methods helped include non-desk-based workers, ensuring equity and access.

• Turnover began to decrease—and engagement climbed.
  

This wasn’t just about reducing exits. It was about creating a culture where people felt seen, supported, and optimistic about their future.

Advancing Workforce Development: A Strategic Approach

If your organization is facing challenges such as employee disengagement, high turnover, or stalled career progression, now is the time to take meaningful action.

Career advising is not merely a benefit—it is a strategic investment in your workforce and organizational success.

Here’s how to begin:

✅ Conduct a thorough evaluation of your current professional development initiatives—identify strengths, gaps, and opportunities for growth. ✅ Engage leadership and key stakeholders early to build alignment and momentum. ✅ Utilize ICAD’s proven ten-step model as a framework for designing and implementing your career advising strategy. ✅ Launch your initiative with intention, measure its impact, and continuously refine your approach—career advising is a long-term commitment.

By prioritizing employee development, you’re not only supporting individual growth, but also strengthening your organization's resilience and competitiveness.

Ready to take the next step?

Partner with ICAD to access expert guidance, proven tools, and tailored support for career advising and program planning. Contact us today to begin building a more engaged and future-ready workforce.