What employees value beyond salary is changing fast. In 2025, money still matters, but it’s no longer the only factor driving job satisfaction.
Modern workplace expectations include:
- Career growth opportunities
- Professional development
- Flexible work
- Meaningful professional relationships
Employees want more than just an increase in salary. They want long-term career development and a chance to build their skills in their chosen field.
For employers and HR managers, this means focusing on employee engagement strategies that combine both financial and non-monetary employee benefits.
Learning and development programmes and professional development opportunities now rank as top employee priorities in 2025.
This article explains why and covers professional development options.
What is more important, salary or experience?
An increase in salary is always welcome, but many employees today are looking for more. In the modern workplace, experience has become just as valuable — if not more — than money.
Skills gained on the job, exposure to new projects, and learning and development opportunities shape an employee’s professional life in ways a paycheck cannot.
For HR managers and employers, this shows a shift in employee priorities in 2025.
Non-monetary employee benefits often outweigh short-term salary boosts. These include benefits like:
- Mentorship
- Flexible work
- Chances to grow within the company
While pay covers immediate needs, experience drives long-term career growth.
As such, companies that focus on employee engagement strategies build loyalty and retention. In the end, balancing salary with real-world experience meets modern workplace expectations.
What is more important, career growth or salary?
When asked to choose between career growth and salary, many employees pick growth.
Career development builds future earnings. At the same time, career advancement gives staff a sense of purpose and direction.
Employees in South Africa and around the world want career growth opportunities that help them move forward in their professional lives.
As mentioned, salary is important, but it often answers only short-term needs. In contrast, growth leads to long-term rewards. Employees who join a development programme, receive mentoring, or gain leadership skills are more likely to stay engaged.
As such, employers who invest in professional development show they care about employee success. REGENT Business School executive education programmes are one example of how organisations can support staff.
By combining fair pay with training and clear advancement paths, companies ultimately reduce turnover.
What are the advantages and disadvantages of professional development?
Professional development holds some key benefits for both employers and employees. But, at the same time, it also comes with challenges. Let’s have a look at these:
Advantages
- Better skills and knowledge: Professional development opportunities give employees updated skills. This keeps them competitive in their chosen field and increases job satisfaction.
- Career growth and retention: Staff who join development programmes often feel valued. This builds loyalty and improves employee engagement strategies.
- Organisational success: Upskilling and reskilling employees improve productivity and support long-term goals. It also prepares staff to adapt to change — which is critical in today’s fast-evolving business world.
- Professional relationships: Learning and development programmes build stronger professional relationships, creating networks that support career advancement.
Disadvantages
- Time pressure: Employees may find it hard to balance learning with daily tasks. (Though flexible learning options are available to make it easier).
- Costs: Employers may worry about the financial investment required to offer professional development opportunities.
- Risk of turnover: Skilled employees may leave for better roles once they complete training.
Despite these disadvantages, the importance of professional development cannot be ignored. Investing in corporate training shows commitment to staff growth. This often leads to higher job satisfaction, better engagement, and future-ready talent.
How to upskill while working
Upskilling and reskilling employees while they work is possible with the right strategies. Time management is key. Setting aside even a few hours each week can make a big difference in long-term career growth.
Employees should look for professional development opportunities that:
- Match their chosen field
- Fit into their schedule
Micro-learning, online modules, and short courses are great options. Employers can also offer support through flexible hours, a mentoring programme, or covering the costs of training.
REGENT Business School executive education makes this balance easier.
Our flexible learning and development programmes allow professionals to study part-time while advancing their careers, making it ideal for full-time workers.
Upskilling while working holds many benefits:
- It helps employees reach career advancement goals
- Keeps them up to date with the latest developments
- And gives companies skilled, motivated staff ready to meet modern workplace expectations
FAQ
What motivates employees besides money?
Beyond salary, employees value non-monetary benefits too. These include flexible schedules, mentoring programmes, and career growth opportunities.
Furthermore, professional relationships, recognition, and meaningful work also often matter more for job satisfaction.
Do younger generations value growth more than perks?
Yes. Younger employees see learning and development as essential. They prefer career development and long-term growth over short-term perks like free coffee or office games.
How does education impact employee retention?
Education keeps employees engaged and confident in their professional lives. Organisations that invest in professional development opportunities often see higher retention. Staff stay longer when they believe in their career advancement path.
Upskill with REGENT
What employees value beyond salary is clear: growth, learning, and purpose. REGENT Business School executive education offers flexible development programmes. This helps employees reach career advancement while continuing to work.
From short courses to undergraduate and postgraduate degrees, REGENT equips staff with advanced skills.
Employers who invest in corporate training solutions gain engaged, future-ready teams. Employees, in turn, enjoy job satisfaction and real career growth opportunities in South Africa’s modern workplace.
Upskilling and reskilling employees is no longer optional – it’s the key to meeting employee priorities in 2025 and beyond.
