It’s human nature to continually want to learn and grow. We want to challenge ourselves and stretch our abilities – and employees within Higher Education (HE) are no different. One of the findings from our What it’s really like to work in HE report, commissioned by UCEA, is that the learning and working environment is a significant driver of employee engagement in higher education.

Universities are a place of learning, research and knowledge, and employees are equally as caught up in that atmosphere. They have similar expectations to expand their horizons and improve upon their skills. The problem is, while wonderful training opportunities are often available within Higher Education Institutions (HEIs), our work with HEIs reveals that more could be done to communicate such opportunities. It appears not all employees, particularly Professional Services employees, know how they can build their careers. Our report revealed, for example, that there is a lack of clear career progression and available pathways for promotion within Professional Services.

Our benchmark data, across 75+ UK HEIs, speaks volumes:

Only 56% of Professional Services staff believe they have the right opportunities to learn and grow at work

46% believe their career development aspirations are being met

64% say their job makes best use of their skills and abilities

These statistics show there is a lot of untapped potential within Professional Services. These employees are eager to do more, learn more and contribute more – and the reality is, they genuinely care about their institutions. 75% agree with the sentiment that ‘working here makes me want to do the best work I can’, 78% say they are proud to work for their HEI and a remarkable 90% care about the future of their institution. Unfortunately, 32% of Professional Services staff say that they would like to still be working for their institution in two years’ time – this may well be due to the perceived lack of career development within their HEI.

Read further: Check out our guide on decoding the HE employee experience

Top benefits of career development programmes for Professional Services in HE

Professional Services staff are the backbone of our higher education institutions, ensuring the smooth functioning and success of our universities. Providing career development opportunities for these individuals should be a priority for all HEIs – below are 7 key benefits to supporting career development for Professional Services staff in this sector, backed up by our extensive research and data.

1. Improved levels of employee engagement

Career development opportunities signal to employees that their contributions are valued and their potential recognised. This recognition fosters a deeper engagement with their work. Employees feel more connected to the institution’s goals and mission because they feel they play an increasingly critical role in its success.

Time and again, statistics show that engaged employees are more productive, innovative and committed to their institution. They are likely to go above and beyond in their roles, leading to improved overall performance and a more dynamic working environment.

2. Improved morale

Access to career development resources, such as training programmes, mentorship and clear progression pathways, leads to higher levels of employee morale. Employees are more likely to feel fulfilled and motivated in their roles when they have something aspirational to be working towards – high performers and achievers are unlikely to want to remain stagnant for long. Momentum is the key to keeping them enthusiastic and determined to contribute.

Of course, the benefits for the HEI itself are clear – higher levels of staff morale lead to lower rates of absenteeism. This stability allows the institution to maintain a consistent, and excellent, level of service

3. Improved retention rates

This leads us nicely onto the topic of retention. Career development opportunities provide a clear pathway for growth within the institution. When employees see potential for advancement, they are less likely to seek opportunities elsewhere – and the reality is, these individuals often have a range of sought-after skills that would appeal to other sectors.

Retaining experienced professional Services staff is a clear benefit for HEIs – doing so preserves institutional knowledge and expertise. Continuity is important when maintaining high standards of service and achieving long-term strategic goals. Not to mention, improved retention rates have a knock-on effect on morale – it’s been shown that when retention rates fluctuate, so does morale.

4. Development of future leaders

Career development really is an investment in your people. Professional Services staff supported in their career development are better prepared to take on leadership roles. Training and development programmes are designed to equip them with the skills needed to manage teams and projects effectively. Cultivating leadership from within ensures that future leaders are well-versed in the institution’s culture, values and objectives. It also helps demonstrate to other employees that career progression is possible at the institution.

Related: Read more about leadership in higher education

5. Enhanced institutional reputation

What goes around, comes around. A strong reputation attracts top talent, both in terms of students and staff, and employees who receive career development support and encouragement often become advocates for the institution. Their positive experiences contribute to create a strong, positive reputation for the HEI. An HEI known for investing in its employees’ career development can differentiate itself from competitors, attracting high-quality candidates.

6. Better service delivery

Continuous professional development enables staff to stay updated with all the latest skills and knowledge. This improves their ability to perform their roles efficiently and effectively, leading to a better overall experience for all stakeholders.

7. Fostering innovation and adaptability

Career development initiatives often involve training in innovative technologies and methodologies. This exposure encourages employees to think creatively and embrace change. Innovation is valuable no matter the sector, but it’s arguably even more critical in HE, a sector that promotes continuous learning and adaptability

Read further: Learn more about change management in higher education

The Importance of a solid employee listening strategy

Introducing and implementing a well-thought-out employee listening strategy is essential for understanding how supported employees feel and identifying areas for improvement within our institutions. With regular employee surveys, HEIs can track employee engagement and sentiment regarding career development, letting you stay one step ahead, to keep employees happy and to ensure a glowing future for your HEI.

With a higher education staff survey, you can show your employees that their voices are valued and heard. Our comprehensive surveys are tailored to you and leave you with a wealth of data, which you can compare against our unparalleled HE benchmark data. To get started, get in touch with our sales team today, or check out our survey platform page to see how our system works.

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