The way we work has fundamentally changed. The days of stable, predictable career paths – where employees worked their way up a single organisation’s hierarchy in exchange for job security are over. Globalisation, rapid technological advancements, and shifting employee expectations mean that adaptability has overtaken stability as the defining characteristic of modern careers.
When it comes to attracting and retaining talent, for organisations to remain competitive, they must rethink their approach to employee learning, development and career progression. One of the most impactful ways to do this is by encouraging employees to build strong professional networks outside the organisation. Networks are not a ‘nice to have’ – they are essential for career growth, innovation, and business success.
The shift from stability to adaptability
Traditionally, the employer-employee relationship was built on a concept of loyalty. Employees who worked hard and remained committed could expect gradual promotions, job security, and a long-term career within a single company. In return, employers invested in their training and development, assuming this investment would pay off over time.
However, economic shifts and globalisation have changed the game. Employees are more likely to value autonomy, meaningful work, and continuous learning over simply climbing the corporate ladder. Work is no longer just a way to earn a living – it’s an integral part of our identity and purpose. The challenge for organisations today is attracting and retaining top talent in an environment where career mobility is the norm.
The value of networks for employees and employers
Rather than expecting stability, today’s employees value growth, development, and adaptability. This means they need access to fresh ideas, industry trends, and diverse perspectives – things that often exist beyond the four walls of their company.
Encouraging employees to expand their external networks benefits both the individual and the organisation in several ways:
- Continuous learning and development – Exposure to different ways of thinking, best practices, and emerging trends helps employees (and therefore their employers) stay ahead in their field. Learning from peers in other organisations can be just as valuable as formal training.
- Cognitive diversity – No company has a monopoly on knowledge. Employees who are well-networked bring new ideas and external insights back to their teams, driving innovation and business growth.
- Increased adaptability – The modern workplace requires employees to be agile problem-solvers. Developing relationships outside their immediate work environment equips them with a broader perspective and makes asking for help and different opinions more ‘normal’.
- Stronger business relationships – Professional networks extend beyond individual learning – they create opportunities for partnerships, collaborations, and even new business ventures.
- Attracting and retaining talent – Employees who feel they are growing, developing, and making meaningful contributions are more likely to stay. A workplace that values learning and external connections is far more attractive than one that expects employees to operate in isolation.
How employers can encourage external networking to retain talent
Forward-thinking organisations understand that supporting employees’ networking efforts is an investment in their own future success. Here’s how employers can facilitate this:
Project opportunities – set up defined projects, secondments or periods where employees work on specific initiatives. At the end of the project, they can redefine their role, take on new responsibilities, or transition elsewhere – keeping both engagement and learning at a high level.
Support networking activities – Encourage and allocate budget for professional networking. This could include:
- Funding conference attendance
- Offering a budget for employees to take industry peers out for coffee or lunch
- Encouraging participation in LinkedIn groups and online industry forums (like the Lucidity Network)
- Setting up mentorship programs with external leaders
Recognise and celebrate external learning – Create spaces for employees to share insights from their networks, whether through internal blogs, lunch-and-learn sessions, or team meetings. Demonstrating that external learning is valued will encourage employees to proactively build their networks.
Shift the managerial mindset – Some managers resist encouraging networking because they fear it will lead employees to explore other job opportunities. In reality, engaged, well-networked employees are more likely to stay and contribute more meaningfully to the company.
Build a resilient workforce
Organisations that understand and deliberately encourage an entrepreneurial mindset in employees by investing in their growth develop a more innovative and resilient workforce.
Networking is not about encouraging employees to leave – it’s about making them more valuable while they are with you. Companies that embrace this shift will attract top talent, drive innovation, and remain adaptable in an ever-changing world.
By embracing networking as a strategic business priority, employers ensure that both their employees and their organisation continue to evolve and grow, thrive and adapt.
Your next steps for attracting and retaining talent
I’ve got a simple solution for you – join the Lucidity Network. A mix of connection, learning and community – because no company has a monopoly on knowledge and your employees learn more and stay longer when they have access to collaborations, learning and development. Find out more and join us here.
This blog was inspired by this HBR on strategy podcast.