Measure 1: Individual development plans
Instead of relying on standardized training catalogs, individual development plans are becoming increasingly important.
A concrete career path is developed together with the employee:
- Where do I want to go? (Career goals)
- What do I need to get there? (Skills, training, experience)
- How do I get there? (Measures, schedule, mentoring)
Example:
A young marketing employee would like to move into strategic management in the future. A two-year plan is drawn up together with the manager: seminars on strategic planning, participation in cross-departmental projects, an internal mentor, and a later assignment abroad.
Measure 2: Reverse mentoring
In traditional mentoring programs, experienced managers pass on their knowledge to younger employees.
Reverse mentoring reverses this principle:
Young talents coach older employees—for example, in matters of digitalization, social media, diversity, or current social trends.
Example:
A young colleague from the UX design department explains current user trends among Generation Z to the managing director, shows examples of TikTok campaigns, and explains how young users interact with brands.
Added value: In addition to transferring know-how, the culture becomes more permeable, hierarchies are broken down, and mutual respect is promoted.
Measure 3: Job rotation
Those who regularly look beyond the boundaries of their own job develop a better understanding of how the company works as a whole.
Job rotation means that employees work in other departments or roles for a limited period of time.
Example:
A controller moves to sales for three months to learn about customer contact and price negotiations. Afterward, she not only has a better understanding of key figures, but also new ideas for analyses with real practical relevance.
Possible applications: Particularly useful in trainee programs, for junior managers, or as part of an internal talent program.
Measure 4: Microlearning
The half-life of knowledge is decreasing. At the same time, there is little time in everyday working life for seminars lasting several days.
Microlearning focuses on small learning units that can be consumed quickly – usually digitally.
Examples of microlearning formats:
- 5-minute videos on soft skills or software tricks
- Quiz-based reviews in apps
- Daily learning challenges via chatbot
- Podcasts with best practices from your own company
Effect: Learning content can be better integrated into everyday work, content is reviewed regularly and thus anchored in the long term.
Measure 5: Feedback culture 2.0
Feedback should not be a mandatory event at the end of the year—it must become part of daily collaboration.
A modern feedback culture thrives on:
- Regularity (e.g., one-on-ones every two weeks)
- Real-time feedback via tools such as easyfeedback
- Constructive praise and learning-oriented criticism
- Training in feedback skills at all levels
Practical idea: Managers and teams conduct monthly “retrospectives” – what went well, what can we improve? Results are recorded and responsibilities assigned.
Result: A learning organization with continuous improvement, greater personal responsibility, and more openness.
Measure 6: Innovation Labs and Learning Safaris
Learning can also take place outside the traditional workplace—for example, through innovation trips (“learning safaris”) or in so-called “innovation labs.”
Example of a learning safari:
A team from HR, IT, and sales visits start-ups in Berlin to learn about new work concepts. This generates new ideas for internal collaboration and flexible working models.
Innovation Labs: Interdisciplinary project teams work on real problems or future topics – without operational pressure. The teams are given time, space, and, if necessary, external coaches to develop solutions.
Goal: Unleash creativity, encourage thinking outside the box, and strengthen innovative ability.
Conclusion
Today, personnel development is no longer just about booking seminars or activating e-learning platforms.
It is about creating an environment in which learning is part of the culture—individual, collaborative, relevant to everyday life, and inspiring.
Those who take a creative approach to personnel development not only strengthen the skills of their employees, but also actively shape the future viability of their company.
After all, people who grow make companies flourish.
