How to Build a System To Develop your Employees
One feedback meeting that can save your best employees
🤔 What is it?
This is about having regular employee development talks. Preferably, every 6-8 weeks with key points of contact, such as team leads or direct reports.
It’s a simple but often overlooked practice that can drastically improve communication and engagement within a team.
When helping 100+ companies, one thing became clear: the impact of structured development talks is enormous. It may seem basic—just talking to employees—but it drives meaningful results.
However, many managers don’t have a structured approach to these conversations.
I’ve seen talented managers spend hours talking to their employees, trying to build a feedback-driven culture, but the talks often focus too much on current projects or become too unstructured, with no clear takeaways.
These conversations are meant to be development-focused, not project updates.
The goal is to understand employees' broader ambitions, challenges, and how they see their growth within the company. Without a structured approach, these conversations lose their effectiveness.
If there’s no clear plan and strategy for an employee’s growth, they’re likely to leave as soon as another company offers them more money.
This system isn’t just about retention—it’s about creating a clear pathway for development and ensuring employees feel valued and heard.

Why it matters:
Having structured talks ensures communication happens consistently and meaningfully. It helps you get to know your employees beyond their immediate tasks, understand their goals, and align them with the company’s vision for the future. This creates longer-term commitment, even if your company can’t offer the highest salaries.
In my work with over 100 companies, I’ve seen many lose employees because they didn’t have a growth plan in place. They assumed the work environment or company culture would be enough to keep people around, or they believed employees thought like founders.
But employees think like employees—they're focused on their own careers. You have to bring them into the long-term vision, and development talks are a critical tool for that.
Complexity score (and why):
Score: 9/10.
Implementing this system can be challenging because it requires training, commitment, and consistency. Managers need to learn how to conduct these conversations by listening, asking follow-up questions, and being open to feedback.
It’s crucial to stay curious, avoid judgment, and steer clear of turning the conversation into a performance review or a project update.
But the hardest part is being consistent. Once you commit to development talks, skipping even one meeting can cause the employee to lose trust in the process, which impacts its effectiveness. Employees need to feel that their development is a priority.
Want to implement it yourself? Learn how to do it with my “Effectivity Playbook” with all the steps you need to follow.
Want my guide for implementing your employee development system?
Reach out to me on LinkedIn or get your free introduction call via my website www.casperbrix.com.
I’ve already helped 100+ businesses implement my tools and become more effective.
Talk to you soon 👋
Casper
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