22 Apr The Culture Corner | How to Create Growth Opportunities for Your Team (Even During Lean Times)

Here in the Culture Corner, Shaara gives her expert advice on real-life workplace culture issues. Have a story worth sharing? Submit your situation with this form for a chance to get a response in the culture corner.

Issue:

We’ve just been through a major round of layoffs… 25% of our staff is gone. Morale is low, budgets are tight, and I’m worried the rest of my team is going to start looking for the door. They like the organization, but they feel stagnant and unsure of what’s next. How do I create meaningful growth opportunities when promotions and new roles aren’t on the table?

It’s a tough moment for managers and teams. When the company is in cost-cutting mode, traditional paths to growth (like promotions, raises, and role expansion) may not be available. But growth doesn’t have to mean climbing a ladder. In today’s climate, it’s about broadening your view of what “career development” can look like. Growth can be skill-deepening, connection-building, and opportunity-seeking — even without a new title attached.

Key Takeaways for Managers

1. Rethink what growth means right now

Promotions may be paused, but development shouldn’t be. Ask yourself: how can each person on your team grow sideways? What skills could they build that would serve them (and you) now and in the future?

2. Use stretch assignments strategically

Give team members projects that push them outside their comfort zone — whether it’s leading a cross-functional initiative, owning a client relationship, or shadowing another department. Be clear about what you’re asking and why.

3. Be specific in your feedback

People can’t grow if they don’t know what to work on. Offer concrete, actionable feedback that makes next steps clear — and be sure to follow up on progress. Remember, positive affirmation goes a long way. And, make sure you ask for their feedback to you too.

4. Normalize development as a retention tool

If someone’s bored, they’ll leave. If they’re challenged and valued, they’re more likely to stay (even in hard times).

5. Communicate About the Future

Times may be lean now, but they won’t be forever. Let your team know that you believe in them and want them on your team, and that more traditional opportunities for growth will eventually arise.  Make sure you foster two way dialogue and encourage your team to share their dreams about the future too.

Key Takeaways for Organizations

1. Cross-pollination can sprout new seeds

Set up short-term projects or sprints where employees from different departments work together to solve a real problem. It sparks creativity, builds networks, and keeps people engaged for little to  no cost.

2. Invest in mentorship and sponsorship

Even if you can’t offer promotions, you can create the feeling of development. Pair high-potential employees with leaders who can guide them, advocate for them, and help them see a future inside the organization.

3. Don’t forget the pipeline

Layoffs may be happening now, but recovery will come. Use this time to identify and develop your next wave of internal talent. Investing in people today prepares you to move faster tomorrow.

Key Takeaways for Employees

1. Look beyond your current role

Growth doesn’t have to mean a new job; it can mean new skills, new projects, or new relationships. But that begins with seeking opportunities and getting out of your comfort zone. Raise your hand for cross-team efforts. Volunteer for new tasks. Change up your routine.

2. Think in terms of value, not just titles

Ask yourself: how can I become more valuable: to my team, to my organization, and to my long-term goals? Focus on skills that are transferable and relevant.

3. Build your internal network

If your career feels a bit stalled, your network can still have life. Connect with colleagues across departments. Ask to shadow, to collaborate, to learn. Growth is often about who you know and who knows what you can do.

In a restricted environment, growth definitely requires creativity,  but it’s still possible. For managers, that means finding new ways to challenge and invest in your team. For organizations, it means keeping talent development on the radar even when budgets are tight. And for employees, it means owning your path and staying open to growth in all its forms.

Want help creating scalable development programs, even on a tight budget? We’re here to help. Schedule a time to chat here.

That’s all for now in the Culture Corner, but stay tuned for more advice to riveting real-life inquiries! If you have a story or question of your own, I’d love to hear from you (anonymously or not) — just fill out this short form!

Image Credit: The Silverene Group