Feb 22, 2025: Employees tend to stay longer in a company that fosters a culture of innovation and the use of cutting-edge technology. Other top factors valued highly include opportunities to upskill, access to high-end training and ample career development, according to a survey by the Mumbai-based Courseplay, an international learning experience platform of the CIEL HR Group.

The survey, ‘Key Drivers of Employee Development and Longevity’, took responses from more than 650 professionals across sectors, company sizes and seniority levels to understand their perspectives.

In a competitive and uncertain job market, the survey revealed, 49 percent of senior professionals considered career growth the most critical factor in their long-term association with a company, while 52 percent of entry-level employees prioritized continuous upskilling and development opportunities as key to staying loyal to an organization.

For 60 percent of mid-level employees, taking on new responsibilities to advance their careers—along with access to training that supports their progression—was essential.

“Structured career development and robust learning opportunities are crucial for employees. While they drive individual fulfillment, they also contribute to organizational success. When employees feel recognized and supported in their career journeys, their loyalty and engagement with the company follow naturally,” says Aditya Narayan Mishra, MD and CEO of CIEL HR.

Mansee Singhal, careers leader India at consulting firm Mercer, shares that rapid learning opportunities and career growth are becoming key differentiators beyond compensation and benefits. She highlights companies’ focus on a wide range of areas, including skill development, managerial training and leadership development, often building a comprehensive learning stack for each.

“Since employees across job roles and age groups have different preferences and requirements, companies strive to stay relevant by offering strong skills and domain stack as a competitive advantage,” says Singhal, adding that organizations often develop in-house training programs—especially for specific technologies or domain skills with mid-term focus rather than buying talent.

This shift is largely due to the rising costs of hiring and replacing employees lost to attrition. As a result, companies are increasingly investing in skilling initiatives to build a robust talent pipeline. “With the shelf life of skills shrinking and technology constantly evolving, investing in learning and development helps companies stay relevant and maintain a competitive edge,” adds Singhal.

Training programs can be job- or task-related, helping managers perform their roles more effectively, or focused on people management and behavioral skills to develop better leaders.