Career pathing is one of the most effective ways to keep employees engaged, grow your talent from within, and prepare your workforce for what’s next. But for many organizations, it remains a missed opportunity.

Employees don’t see a future in their organizations. Managers aren’t equipped to guide development. And HR teams are left navigating disconnected systems that weren’t built to scale. 

When that happens, growth stalls. Retention suffers. And your top performers start looking elsewhere. 

This guide is built to help you course-correct. We’ve evaluated the top career pathing platforms of 2025—using real feedback from real users—to give you a clear, practical comparison. Whether you’re laying the foundation or optimizing what’s already in place, you’ll walk away with the insight you need to make the right call and act with confidence. 

Why career pathing tools matter

HR leaders today face growing pressure to drive engagement, close skill gaps, and build a workforce that can adapt fast. But between rapid technological change, shifting employee expectations, and the demand for measurable impact, traditional development efforts aren’t enough.

Here’s what’s at stake:

Retention and Engagement Challenges  

Top talent won’t wait around. Employees want to know there’s a future for them at your organization—and they’re more likely to stay when they see clear paths for growth. 

Widening Skills Gaps

AI and automation are evolving faster than most skillsets. HR teams need better ways to identify gaps, prioritize capabilities, and drive meaningful upskilling and reskilling efforts. 

One Workforce, Many Expectations

From Gen Z to Gen X, today’s workforce isn’t one-size-fits-all. People want personalized development, flexible learning, and support that meets them where they are. 

The Push for People-Centric Insights

HR leaders are under growing pressure to prove impact. That means turning development into a measurable, data-informed strategy—not just another program. 

Career pathing tools are built for this moment. They connect employee aspirations to real opportunities, equip managers to lead better conversations, and give HR the visibility to drive meaningful, measurable growth.

And when internal mobility becomes part of the culture, organizations benefit too—employees stay 41% longer when strong internal hiring programs are in place.

Career pathing isn’t a “someday” initiative. It’s a strategic must-have for building a resilient, future-ready workforce—starting now. 

Where most organizations go wrong

Most companies care about employee growth. But without the right foundation, career pathing often falls short. Employees are left confused about their next steps. Managers don’t know how to guide the conversation. And HR ends up trying to connect the dots with systems that don’t scale. Here’s where things tend to break down: 

Lack of context 

Managers often don’t know what their employees want—or what the business needs. That disconnect makes development conversations vague or reactive. Without a clear picture of skills, goals, and company direction, it’s hard to move anyone forward. 

Lack of transparency 

Employees can’t grow toward something they can’t see. When roles, expectations, or paths forward aren’t clearly defined, it creates confusion and erodes trust. Career growth shouldn’t feel like guesswork. It should be easy to understand and act on. 

Lack of structure 

Many organizations want to support development—but lack the structure to make it work. Job roles are fuzzy. Skills and expectations aren’t documented. And career progression is left open to interpretation. That makes it hard for managers to coach effectively and for employees to take the lead on their growth. 

When career pathing lacks clarity, transparency, and structure, employees are left to figure it out alone. That erodes engagement—and accelerates turnover. 

Getting it right takes more than a new career development platform. It requires a shift in how organizations think about growth. Career pathing should be part of the everyday employee experience—built on clear frameworks, backed by the right tools, and led by managers who are equipped to help people move forward. 

What is career pathing software?

Career pathing software helps employees see where they can grow—and how to get there. It connects their strengths, skills, and goals to real opportunities inside your organization.

With personalized development plans and clear visibility into what’s next, employees feel more engaged and invested in their future. 

For HR and managers, career pathing software brings structure and scale to development. It equips leaders with the tools and insights to support growth, track progress, and build a stronger internal talent pipeline. 

When to invest in career pathing software

Career pathing software becomes essential when growth is no longer optional—when retaining talent, preparing future leaders, or closing skill gaps moves to the top of your priority list. 

It’s especially critical during periods of change: rapid growth, leadership transitions, reorganizations, or digital transformation. If employees are unsure how to grow, if managers aren’t having meaningful development conversations, or if HR lacks visibility into skill readiness—it’s time to make a shift. 

Career pathing software turns scattered efforts into a strategic, scalable approach—one that drives retention, readiness, and results. 
 

Features to look for in career pathing software

Not every career pathing platform drives real growth. It’s not enough to simply map roles or show possible next steps. The right tool should help employees take action, enable managers to lead better conversations, and keep development aligned with your broader talent strategy. 

The best platforms make career growth part of everyday work. They give employees clarity and ownership, help managers coach with purpose, and tie directly into performance, talent reviews, and succession planning. When it all works together, you don’t just support development—you power a future-ready workforce. 

Here’s what to prioritize: 

Career Pathing & Visioning 

Help employees explore what’s possible—not just promotions, but lateral moves, skill shifts, and new challenges. Look for platforms that offer AI-powered prompts or reflection tools to help employees get started and think bigger. 

Competency Frameworks 

Strong frameworks define what success looks like in each role. Whether custom-built or AI-generated, they connect the dots between roles, skills, and learning—so development is focused and relevant. 

Growth Planning & Action Steps 

Give employees a clear path forward with structured plans, milestones, and timelines. Bonus points for tools that recommend next steps, coaching tips, or learning resources based on individual goals. 

Manager Visibility & Coaching Tools 

Managers are key to making development stick. Choose a platform that gives them visibility into team aspirations and equips them with guided tools to support career conversations in real time. 

Transparent Career Opportunities 

Put internal mobility front and center. The right platform surfaces open roles, highlights required skills, and shows employees where they stand—so they can aim for what’s next with confidence. 

Workflow Integration 

Development shouldn’t happen in a vacuum. Look for tools that embed into performance reviews, 1-on-1s, and everyday systems. The more seamless the experience, the more likely it is to stick. 

Actionable Analytics 

HR teams need data that goes beyond usage stats. Real-time insights into adoption, progress, and impact help you double down on what’s working—and adjust what’s not. 

With the right tools, career development becomes more than an annual exercise. It becomes a living, evolving part of how people grow—and how organizations move forward. 

Compare the top career pathing tools

	Supports continuous career convos?	Dedicated 1-on-1 meetings?	Lives with engagement and performance data?	Lives with succession and talent review data?
Best for: Rapid deployment, organization-wide scalability, and tailored development—all connected to a cohesive talent management approach	✅	✅	✅	✅
Best for: Skills-based platform for career pathing, upskilling, and internal mobility	✅	❌	❌	❌
Best for: Structured career pathing and employee development with workforce intelligence insights	✅	❌	🚧	✅
Best for: Formal development plans, goal tracking, and internal talent visibility	✅	❌	❌	❌
Best for: Basic AI matching for learning needs, without deeper career pathing or mobility support	✅	✅	❌	❌
Best for: Visual career paths without advanced skills intelligence or workforce planning	✅	✅	✅	🚧

Quantum Workplace

Quantum Workplace Growth reimagines career pathing as part of a larger, more strategic approach to employee development. The platform blends AI-guided career visioning, personalized growth plans, and real-time insights—making development a continuous, organization-wide habit, not just a one-time event. 

Employees gain clarity through guided reflections and smart suggestions tailored to their strengths and aspirations. Managers get the visibility and tools to lead better growth conversations. And HR can roll out scalable, competency-based programs with speed and confidence—powered by intelligent insights and built-in structure. 

💻 Key Features

• AI-powered Career Vision and Growth Plans
• Personalized, competency-based development 
• Career Coach with plan suggestions 
• Job Explorer for internal mobility 
• Growth integrated into daily work 
• Learning resources 
• Manager dashboards and team visibility 

🌱 Get a demo of Quantum Workplace Growth! >>

😁 User Feedback

“We’re excited to implement Quantum Workplace’s Growth platform at our organization. Giving employees the tools and capability to create their own development pathways will bring us leaps and bounds forward in creating a culture of continuous growth and opportunity! We love that the tool empowers employees and their leaders to brainstorm and discuss together.” 

Kelsey Freie 
Organizational Development Specialist at AgriBank 

👍 Why it’s a contender

Quantum Workplace stands out by focusing on development as a shared responsibility—empowering employees, equipping managers, and enabling HR to scale impact. It connects growth to business outcomes and integrates into the flow of work, making it easier for organizations to build a culture of continuous development. 

👎 Where it falls short

For teams looking for deep integrations with external learning management systems (LMS), Quantum Workplace may not yet match the automation capabilities of older, legacy platforms. While learning resources can be linked within the tool, more advanced LMS connectivity may depend on your existing tech stack and specific needs. 

Fuel50

Fuel50 is a well-established player in the talent marketplace space, offering a robust, skills-based approach to career development. The platform goes beyond simple role matching to create a dynamic internal ecosystem—connecting career pathing, upskilling, and internal mobility into a unified experience. 

By aligning employee aspirations with evolving business needs, Fuel50 helps organizations build a more agile, future-ready workforce. Its deep focus on skills intelligence and marketplace functionality makes it a strong choice for enterprises looking to drive strategic talent movement at scale. 

💻 Key features

• AI Career Journeys – Personalized, skill-based career paths 
• Career Path Maps – Visual exploration of roles and paths 
• Skills Gap Analysis – Shows what’s needed for next-step roles 
• Role & Project Matching – Connects talent to internal opportunities 
• Manager Coaching Tools – Supports career conversations 
• Dynamic Talent Profiles – Real-time skills and goals tracking 
• Learning Integration – Links growth plans to learning content 

👍 Why it’s a contender

Fuel50 stands out for its user-friendly experience and personalized approach to career development. The platform helps employees map their goals, explore tailored career pathways, and access tools like career assessments and mentoring—all within a single system. Managers benefit from visibility into employee interests and skill gaps, making it easier to guide growth and align development plans with business needs. 

👎 Where it falls short

Some users report that Fuel50’s reporting capabilities are limited—especially when navigating complex org structures or managing dotted-line relationships. Custom reporting often requires time-consuming back-and-forth with support. Additionally, the platform relies on older data transfer methods like SFTP, which can pose challenges around efficiency and integration compared to modern API-based systems.

While Fuel50 was an early innovator in the space, some users feel recent updates haven’t kept pace with expectations, citing a desire for enhanced mentoring features and more advanced AI coaching capabilities. 

 

TalentGuard

TalentGuard is a workforce intelligence platform designed to strengthen employee development and internal mobility. Its career pathing features help employees create personalized development plans, set clear goals, and access resources that support long-term growth. The platform aims to make career progression more transparent, structured, and aligned to both individual and business needs. 

💻 Key Features

• AI-Powered Career Pathing – Creates personalized paths based on skills, interests, and goals 
• Career Canvas – Visualizes career trajectories and required competencies 
• Career GPS – Guides employees through steps to reach future roles 
• Talent Marketplace – Surfaces internal opportunities aligned to employee aspirations 
• Mentor Match – Connects employees with mentors to support career growth 

👍 Why it’s a contender

TalentGuard earns high marks for its focused approach to career development. Users appreciate how clearly the platform outlines role expectations, skill requirements, and potential career paths—giving employees the information they need to take ownership of their growth. Features like multi-path planning and skill gap tracking help make development more actionable and easier to navigate. 

👎 Where it falls short

While TalentGuard offers robust capabilities, some users have noted a learning curve during initial setup, especially in complex org environments. The platform’s flexibility can require hands-on configuration to tailor it effectively. A few users also mention that the interface, while functional, feels dated and could benefit from a more modern design. Integration with HR systems may require technical support, and some customers would like to see more frequent updates to match the pace of evolving talent strategies. 

iMocha

iMocha is a skills intelligence platform built to power a skills-first talent strategy. It enables organizations to assess, manage, and grow workforce capabilities through a comprehensive suite of tools—including robust skills assessments, AI-driven insights, and personalized learning recommendations. The platform supports data-informed decisions across hiring, development, and internal mobility. 

💻 Key Features

• Skills Assessments – 3,000+ tests across technical, cognitive, and soft skills 
• Skills Intelligence – AI-powered insights into workforce capabilities 
• Gap Analysis – Identifies skill gaps and recommends upskilling 
• Smart Proctoring – Ensures secure, cheat-proof assessments 
• Integrations – Connects with ATS, LMS, and HR systems seamlessly
   

👍 Why it’s a contender

iMocha is a strong choice for organizations prioritizing a skills-based approach to development. Its expansive assessment library and AI-driven insights make it easy to pinpoint skill gaps, guide upskilling, and align employee development with business goals. Users value the platform’s ability to surface actionable workforce data, supporting smarter internal mobility and succession planning.

👎 Where it falls short

Some users report a steep learning curve during setup, particularly when configuring the platform for complex use cases. While functional, the user interface has been described as less intuitive, which may impact initial adoption. Integration with HR systems is available but may require additional technical support depending on your tech stack. 

GrowthSpace

Growthspace is a precision skill development platform that connects employees with domain experts for targeted learning experiences. Using AI to match individuals with coaches, mentors, and facilitators, Growthspace delivers personalized upskilling through one-on-one sessions, group workshops, and internal mentoring. Its focus on development sprints makes learning fast, focused, and measurable—aligned to both role needs and business goals. 

💻 Key Features

• Career Pathway Programs – Role-specific development tracks 
• Development Sprints – Short, focused upskilling sessions 
• AI Matching – Personalized coach and mentor pairing 
• Flexible Formats – 1:1, group, and workshop options 
• Internal Mentoring – Peer and leader guidance 
• Skills Tracking – Progress tied to role competencies
   

👍 Why it’s a contender

Growthspace offers a scalable, highly personalized approach to employee development. The platform connects employees with the right experts to tackle specific goals—driving relevant growth and stronger performance. Users value the flexibility of format, ease of expert selection, and clear data on outcomes. It’s a strong option for organizations focused on closing skill gaps, boosting internal mobility, and making career growth feel personal and actionable. 
 

👎 Where it falls short

Some users have encountered challenges with coach availability across global time zones, which can complicate scheduling for distributed teams. While AI matching is generally effective, it occasionally takes a few tries to find the right fit. Additionally, the platform’s emphasis on short-term development sprints may not fully support employees looking for more long-range, strategic career planning. 

Zavvy (now part of Deel)

Zavvy, now part of Deel, is a career development platform designed to bring clarity, structure, and consistency to employee growth. It helps organizations define role expectations, build competency-based frameworks, and support development through visual career paths, AI-generated plans, and structured feedback. The platform empowers employees to take ownership of their growth, while giving HR and managers the tools to guide it with confidence. 

💻 Key Features

• Career Frameworks – Define roles and competencies 
• Visual Pathing – Map clear growth trajectories 
• AI Support – Auto-generate plans and frameworks 
• 360° Feedback – Support development with structured input 
• Development Plans – Align learning with career goals 

👍 Why it’s a contender

Zavvy streamlines career development with automation and self-service features that reduce manual lift for HR teams. Employees can explore career paths, receive tailored learning suggestions, and build plans based on role expectations—all within a unified platform. Managers get visibility into employee goals, while HR benefits from a scalable, competency-driven approach to development. 
 

👎 Where it falls short

As a newer platform, Zavvy may lack some of the advanced features and configurability required by large, complex organizations. While it’s well-suited for growing companies, enterprise teams may encounter limitations around deep customization, compliance management, or large-scale integrations. Its integration ecosystem is evolving, but not yet as mature as more established players in the space. 

Getting the most out of your career pathing software

Career pathing software shouldn’t be a static system where plans go to collect dust. To create real value, it needs to be an active part of your talent strategy. 

Start by connecting career conversations to performance discussions. When growth and impact are part of the same dialogue, you build a shared language across your organization. Equip managers to go beyond evaluation—give them visibility into employee goals and simple tools to support development in the flow of work. 

Encourage employees to explore more than just upward moves. Lateral shifts, stretch projects, and skill-building opportunities all play a role in meaningful growth. And make development visible—through integrated workflows, personalized plans, and regular check-ins that keep momentum going. 

When career growth is manager-supported, employee-owned, and aligned to business needs, your platform becomes more than a tool. It becomes a driver of engagement, retention, and future readiness. 

Evaluating career pathing tools

Employee experience

• Can employees create personalized, skill-based career paths? 
• Does the tool help employees connect daily work to long-term growth? 
• Are role expectations and required skills clear and accessible?
• Are there AI-driven or guided suggestions to help employees take the next step? 
• Is development embedded throughout the year, not just during review cycles? 
• Can employees track progress toward their goals and roles in real time? 

Manager enablement

• Can managers easily see each employee’s career goals and progress? 
• Are there tools to guide effective career-focused 1-on-1s? 
• Can managers contribute to growth without owning the whole process? 
• Are there prompts or nudges to help managers have timely development conversations? 

Coaching, learning, and mentorship

• Are development actions tied to measurable skill or role progress? 
• Does the platform integrate coaching, mentoring, or peer learning opportunities? 
• Are learning resources aligned to employee goals and growth areas? 
• Can employees track actions, reflect on growth, and adjust plans as needed?  

HR & administrative functionality

• Can HR quickly build and scale career frameworks across roles and teams? 
• Are there insights into adoption, engagement, and career progress by group? 
• Can career pathing data support L&D, performance, and succession strategies? 
• Is the platform flexible enough to support diverse org structures? 

Scalability, security, and integration

• Is the platform secure and compliant with enterprise standards? 
• Can it scale across teams, locations, and role types? 
• Does it integrate with existing HRIS, performance, and learning tools? 
• Are reporting and analytics clear, actionable, and strategic? 

Build a future-ready workforce with Quantum Workplace Growth

Career development shouldn’t feel like a burden. It should be clear, guided, and continuous, enabling you to fuel employee growth at scale. 

• Make employee development plans effortless
• Personalize employee growth plans for every employee
• Weave development into the flow of work
• Show employee transparent career pathing possibilities
• Equip leaders with insights to drive strategic employee growth

🌱 To see how our career pathing tools can make a difference, schedule a demo.

Career Pathing Software FAQs 

How do I choose the right career pathing software?

Choose a solution that’s easy for employees and managers to adopt—even without a rigid process already in place. The right career pathing software should support flexible development, scale as your organization grows, and provide visibility into employee progress without adding administrative burden or requiring complex integrations. 

What features should I prioritize in a career pathing platform?

Look for tools that help employees define their career vision, explore growth opportunities, and build personalized paths supported by AI-driven suggestions. Prioritize features like role-based competency frameworks, progress tracking, manager visibility, and actionable analytics that empower HR to drive and evolve development strategies. 

How much do career pathing software cost?

Career pathing software pricing varies by provider, feature set, and organization size. Look for a solution that delivers measurable value quickly—without requiring heavy implementation, a large team, or long lead times. Ease of launch and scalability should factor just as much as cost. 

Is career pathing software customizable?

Yes. Leading platforms allow you to tailor competencies, career models, and development plans to match your company’s structure, culture, and goals. The best tools strike a balance between flexibility and ease of use—so you can configure what you need without a complicated setup process. 

What are the benefits of using career pathing software?

Career pathing software helps employees visualize their future and take actionable steps toward growth. It improves retention, boosts internal mobility, and supports more meaningful development conversations. It also gives managers structure to coach effectively and provides HR with insights to build smarter, data-driven strategies. 

Can career pathing software integrate with other HR software?

Yes—leading platforms offer integrations with HRIS, LMS, and performance management systems, making it easier to embed development into daily workflows. These connections streamline data sharing, reduce duplication, and ensure development plans stay aligned with broader talent strategies and organizational goals. 

What kind of career pathing software do I need and why?

You need a platform that’s intuitive for employees, lightweight for managers, and powerful for HR. The right career pathing software should make it easy to scale personalized growth, connect development to business needs, and turn career conversations into real momentum. It’s not just about software—it’s about building a culture of growth that sticks. 

Note: The information presented on this page is sourced from third party review sites, vendor websites, and user reviews as of June 2025.

While we strive to ensure accuracy, product features, integrations, and capabilities may change over time. We encourage readers to verify details directly with the respective vendors before making a purchase decision.

If you notice any discrepancies or outdated information, please contact us at marketing@quantumworkplace.com so we can update our content accordingly.

Diffusion models like OpenAI’s DALL-E are becoming increasingly useful in helping brainstorm new designs. Humans can prompt these systems to generate an image, create a video, or refine a blueprint, and come back with ideas they hadn’t considered before.

But did you know that generative artificial intelligence (GenAI) models are also making headway in creating working robots? Recent diffusion-based approaches have generated structures and the systems that control them from scratch. With or without a user’s input, these models can make new designs and then evaluate them in simulation before they’re fabricated.

A new approach from MIT’s Computer Science and Artificial Intelligence Laboratory (CSAIL) applies this generative know-how toward improving humans’ robotic designs. Users can draft a 3D model of a robot and specify which parts they’d like to see a diffusion model modify, providing its dimensions beforehand. GenAI then brainstorms the optimal shape for these areas and tests its ideas in simulation. When the system finds the right design, you can save and then fabricate a working, real-world robot with a 3D printer, without requiring additional tweaks.

The researchers used this approach to create a robot that leaps up an average of roughly 2 feet, or 41 percent higher than a similar machine they created on their own. The machines are nearly identical in appearance: They’re both made of a type of plastic called polylactic acid, and while they initially appear flat, they spring up into a diamond shape when a motor pulls on the cord attached to them. So what exactly did AI do differently?

A closer look reveals that the AI-generated linkages are curved, and resemble thick drumsticks (the musical instrument drummers use), whereas the standard robot’s connecting parts are straight and rectangular.

Better and better blobs

The researchers began to refine their jumping robot by sampling 500 potential designs using an initial embedding vector — a numerical representation that captures high-level features to guide the designs generated by the AI model. From these, they selected the top 12 options based on performance in simulation and used them to optimize the embedding vector.

This process was repeated five times, progressively guiding the AI model to generate better designs. The resulting design resembled a blob, so the researchers prompted their system to scale the draft to fit their 3D model. They then fabricated the shape, finding that it indeed improved the robot’s jumping abilities.

The advantage of using diffusion models for this task, according to co-lead author and CSAIL postdoc Byungchul Kim, is that they can find unconventional solutions to refine robots.

“We wanted to make our machine jump higher, so we figured we could just make the links connecting its parts as thin as possible to make them light,” says Kim. “However, such a thin structure can easily break if we just use 3D printed material. Our diffusion model came up with a better idea by suggesting a unique shape that allowed the robot to store more energy before it jumped, without making the links too thin. This creativity helped us learn about the machine’s underlying physics.”

The team then tasked their system with drafting an optimized foot to ensure it landed safely. They repeated the optimization process, eventually choosing the best-performing design to attach to the bottom of their machine. Kim and his colleagues found that their AI-designed machine fell far less often than its baseline, to the tune of an 84 percent improvement.

The diffusion model’s ability to upgrade a robot’s jumping and landing skills suggests it could be useful in enhancing how other machines are designed. For example, a company working on manufacturing or household robots could use a similar approach to improve their prototypes, saving engineers time normally reserved for iterating on those changes.

The balance behind the bounce

To create a robot that could jump high and land stably, the researchers recognized that they needed to strike a balance between both goals. They represented both jumping height and landing success rate as numerical data, and then trained their system to find a sweet spot between both embedding vectors that could help build an optimal 3D structure.

The researchers note that while this AI-assisted robot outperformed its human-designed counterpart, it could soon reach even greater new heights. This iteration involved using materials that were compatible with a 3D printer, but future versions would jump even higher with lighter materials.

Co-lead author and MIT CSAIL PhD student Tsun-Hsuan “Johnson” Wang says the project is a jumping-off point for new robotics designs that generative AI could help with.

“We want to branch out to more flexible goals,” says Wang. “Imagine using natural language to guide a diffusion model to draft a robot that can pick up a mug, or operate an electric drill.”

Kim says that a diffusion model could also help to generate articulation and ideate on how parts connect, potentially improving how high the robot would jump. The team is also exploring the possibility of adding more motors to control which direction the machine jumps and perhaps improve its landing stability.

The researchers’ work was supported, in part, by the National Science Foundation’s Emerging Frontiers in Research and Innovation program, the Singapore-MIT Alliance for Research and Technology’s Mens, Manus and Machina program, and the Gwangju Institute of Science and Technology (GIST)-CSAIL Collaboration. They presented their work at the 2025 International Conference on Robotics and Automation.

Employee development has always been important. But lately, it feels like the stakes have changed.

Skill gaps are growing.
AI is accelerating.
Talent is harder to keep.

And HR teams are under pressure to create employee growth and development strategies that actually work—for employee

s, managers, and the business.  

We recently hosted an AMA (Ask Me Anything) with two of our in-house experts: Meghan Freeman, Product Manager over our Growth tool, and Emily Rodriguez, Insights Analyst.

They dug into the real employee development challenges facing HR today—and how to make development more scalable, personal, and impactful. Here’s what we learned:

📺 Want to watch the full recording? Click here! >> 

Why is employee growth such a hot topic right now? 

Development isn’t a new priority. But the urgency around it is new—and rising. 

“I think what’s shifting now is maybe a greater sense of urgency, especially from the top down,” said Meghan.

“Executive leaders are saying, ‘We’re concerned our people aren’t necessarily prepared to meet the challenges of tomorrow.’” 

That concern isn’t just anecdotal. In recent research, 6 in 10 employees told us their organization doesn’t give them enough opportunity to build new skills. That’s a big deal—especially when coupled with broader workforce trends. 

Meghan pointed to several driving forces: 

• A wave of Baby Boomer retirements, leaving leadership and expertise gaps
• Fewer young professionals entering key fields like nursing and accounting
• The rise of AI and automation, fundamentally changing how work gets done 

“Organizations are realizing they can’t hire their way out of these gaps,” she said. “They have to develop the talent they already have.” 

📕 Read more about what’s shifting in employee development in our 2025 HR Trends Report >> 

What gets in the way of effective employee growth and development? 

Even the best intentions can get bogged down by one fundamental problem: lack of clarity. 

“Employees don’t have a clear picture of what growth actually looks like,” said Emily. “And managers don’t always have the right context to support them.” 

Too often, growth conversations feel vague or disconnected. Employees are told to set career development goals—but not given the frameworks or support to pursue them. Or they’re given static employee development plans that sit untouched in a spreadsheet. 

According to Meghan, clarity doesn’t have to mean prescribing a fixed path. “What are the capabilities or skills needed to move up—or over—in the organization?” she asked.

“It’s not about locking people into steps. It’s about giving them a sense of where to go and how to grow.” 

Emily added that HR can help connect the dots without over-engineering it. “It doesn’t need to be rigid. You don’t need 18 million forms. You just need to make it visible.” 

How do you personalize employee growth and development across a large workforce? 

It’s the question almost every HR team is grappling with right now. How do you make development and career pathing meaningful at the individual level—but scalable at the organizational level? 

“You just start,” said Emily. “There’s no magic. And sometimes that first step is just getting the conversation going.” 

That can be as simple as adding a development question into existing one-on-ones. It doesn’t need to be a new program or platform right away. It needs to be a habit.  

“What kind of work energizes you?”
“Where do you want to grow?”
“What challenges are you ready for next?”

These are the types of questions that can spark progress and build trust between managers and employees. 

“It doesn’t have to be this massive thing,” said Meghan. “But it does have to be consistent. And it has to evolve. Goals change. Life changes. That’s okay.” 

Can AI actually make employee development more personal? 

When done right, yes. AI can be a powerful way to scale personalization without losing the human touch.  

Meghan offered a simple experiment:

“Try asking ChatGPT to be your career coach. Say, ‘Based on how I’ve interacted with you, what are my strengths and opportunities for growth?’ I was amazed at how accurate—and affirming—it was.” 

At Quantum Workplace, that concept is built directly into our Growth product. Our AI tools help surface personalized suggestions based on the employee’s role, growth goals, and organizational priorities. It also helps managers avoid the “blank page” problem. 

“Managers already have so much on their plates,” said Emily. “AI can help them get started faster—so they can spend more time actually coaching and supporting their team.” 

Meghan added, “We’ve designed Growth to save time for employees, managers, and HR. It’s not about removing the human side of development. It’s about removing the friction.” 

What do you say to people who claim they don’t have time for career development? 

It’s one of the most common challenges HR hears—but it’s also a cultural one. 

“You need a culture where growth is part of the work—not something separate you do after everything else,” said Meghan. 

That doesn’t mean employees need to spend hours a week in training programs. It means building a mindset of continuous learning—finding growth in stretch assignments, peer feedback, and day-to-day problem-solving. 

“It’s okay for HR to be clear about this,” Meghan said. “Growth is employee-led. It’s their responsibility to advocate for themselves. But it’s also manager-supported and HR-enabled.” 

Emily summed it up this way: “Employee-led, manager-managed. That’s the balance.” 

How do you make sure development doesn’t become a check-the-box exercise? 

The key is relevance—and integration. 

“When growth becomes one-size-fits-all, people check the box and move on,” said Emily. “But when it’s personal and useful, it becomes something employees want to do.” 

Too often, development happens in a silo. Employees complete a plan. Managers file it away. HR never sees it again. 

That’s where career development tools like Quantum Workplace Growth make a difference. Growth plans are connected to 1-on-1s, performance reviews, and real-time feedback—so development becomes a living, visible part of the employee experience. 

Emily shared a real-life example: “One customer added a single career question to their company-wide 1-on-1 template. It sparked conversations. And soon, managers were adding their own.” 

What role should senior leaders play in employee development? 

You can’t scale a development culture without leadership buy-in. But you need more than approval—you need modeling. 

 “You need your leaders to be developing their own people—and developing themselves,” said Meghan.“So much is modeled from the top down.” 

 And if leaders don’t see the connection between development and business performance, make it for them.

“There’s plenty of research showing that organizations who invest in growth are more productive, more innovative, and more profitable,” said Meghan. “That’s what speaks to the C-suite.” 

Emily added that development already is happening at the top level—it just isn’t always labeled that way. 

“They’re going to conferences. They’re part of advisory groups. That’s development too,” she said. “It just looks different from what a frontline employee might need.” 

Final advice? 

Start small. Show impact. And make it personal. 

“Even if it feels like no one’s using the tools, find your allies,” said Meghan. “Start with one team. Highlight success. Once people see it working, it’ll catch on.” 

And remember: employees don’t need perfect plans. They need meaningful ones. 

“The best template is the one the employee creates themselves,” said Emily. “One that reflects who they are, where they want to go, and what they want to build next.” 

Want to go deeper? 

🔍 See how our Growth tool works
Purpose-built to scale personalized development that drives retention, performance, and agility. 
 
📥 eBook: Employee Growth Without the Guesswork
Get our actionable guide to building a modern growth culture. 
 
📊 Explore the 2025 Workplace Trends Report
Discover why personalized growth is one of this year’s top five trends. 

📺 Watch the full AMA ⬇️

In the dynamic world of automation, Anscer Robotics – an autonomous mobile robot solutions provider – is making significant strides, particularly with its expansion into the Americas.

So Robotics and Automation News decided to interview Mark Messina, managing director and CEO of Anscer Robotics Americas, to discuss the company’s vision, solutions, and strategic approach to transforming the manufacturing, logistics, and 3PL industries.

Messina, a veteran in the robotics space with a rich background from his time at Kiva Systems (now Amazon Robotics), Geek+, and Addverb, shares his insights on leading Anscer’s charge into the US market.

In this exclusive Q&A, Messina delves into the immediate priorities for establishing a strong presence, the unique advantages of their hybrid autonomous mobile robots (AMRs), and the impactful role of their Robotics-as-a-Service (RaaS) model.

He also sheds light on how their proprietary Fleet Management System (FMS) is enhancing efficiency and scalability, and offers a glimpse into his five-year vision for Anscer’s influence on the US market.

Q&A with Mark Messina, managing director and CEO, Anscer Robotics Americas

Mark Messina

Robotics and Automation News: Could you elaborate on your immediate priorities for establishing Anscer’s presence in the US market, and how you plan to cater to the specific automation needs of industries like manufacturing, logistics, and 3PLs?

Mark Messina: Our priority focus as we expand into the USA and APAC is simple. Deliver value – “ROI”. Our solutions deliver safety, process improvement, and labor savings, and put simply, that is value from ROI.

When we design products, this is our guiding light, so from the tangible perspective, for example the hardware, our robots are very robust, steel frames and bodies, simple to service with predictive maintenance. We design thinking of a 10-year “cost of ownership” model and over the life of the robot, we really excel in delivering value.

From the intangibles, for example software, we deliver ease of integration, deployment, and real UI utility. For manufacturing, logistics, and 3PLs, these are our foundational elements, and we have systems that address each of these markets very directly. Anscer took this into consideration with respect to our product design.

Historically, robots with this level of functionality and reliability were not economically viable for the majority of companies, so we intentionally aimed at making highly capable and flexible automation available for a much larger proportion of manufacturing and logistics operations.

R&AN: Anscer Robotics highlights its “Hybrid Autonomous Mobile Robots”. Could you delve deeper into how this integration of AMR agility with AGV precision is transforming material handling and warehouse operations, and what unique advantages this offers over other solutions in the market?

MM: You rightly point out that AMRs are agile, while AGVs offer precision. We combine the two, so we have all the goodness of both at our disposal. We can navigate freely – which is required in environments that normally are changing, be that from human presence, and transient items like pallets, goods, tools, and so on.

The world cannot always be a grid, the world is messy. Our robots can navigate the messy real world safely. However, sometimes operations require precision, and this is where we opportunistically leverage the QR code as a precise position locator. The best part is that AMR is infrastructure-free, while AGV requires only a sticker at a location.

So operationally, our hybrid (“sensor fusion”, if you like to be technical) adds virtually no cost, just the cost of the QR stickers. And we know that the real world changes, business process changes, and so on, and so with our hybrid bots, our clients can roll those changes easily, without downtime cost or disruption to their production.

R&AN: The Robotics-as-a-Service (RaaS) model is a key part of Anscer’s strategy. How do you see this subscription-based approach lowering adoption barriers for advanced automation, particularly for small to medium-sized businesses, and what has been the market reception to this model so far?

MM: RaaS has been gaining attention because it shifts capex to opex, giving more freedom to adopt technology, since we aren’t hitting the capex process. Our model is unique, as we can structure our RaaS in ways that are very attractive.

For example, we can set up RaaS so that billing is proportional to the utilization of the system. In plain English what that means is that if production is low, the robot utilization is low, and your RaaS bill is low. Everything is in balance and proportion. Our partners are all over this low-exposure option.

R&AN: Your proprietary Fleet Management System (FMS) is designed to coordinate diverse robotic fleets. Could you explain how this system enhances efficiency, adaptability, and scalability in dynamic warehouse environments, especially as companies look to deploy a varied mix of robotic solutions?

MM: The FMS is the heart of a mobile robot system. Whether 1 or 1000, our FMS ensures the robots are operating logically and at efficient utilization levels. Anscer FMS ensures that you don’t buy too many robots (underutilization) or have too few (over utilized) required to run your operations with the full benefit of the fleet.

From our applications engineering and our FMS we are right sizing the fleet, and with the FMS you get a very intuitive and powerful tool for managing your bots, as well as a rich data dashboard. With this data and power, you, who know your process the best, are empowered to adjust and even further enhance productivity.

R&AN: What is your vision for the company’s impact on the US market in the next five years, particularly regarding new product developments and addressing evolving customer demands in warehouse automation?

MM: I have a clear vision for the US Market, and for Anscer Globally. I am expanding our product offerings, with a focus on low-cost and high-value. I want Anscer automation to be accessible to even small operators.

The market is a broad spectrum, and typically some part of the market sees automation as “out of reach” due to cost or complexity – so they make do and never change. The market, and those players, face pressure. Those who don’t automate won’t survive.

Anscer is bringing quality automation to the broad spectrum of the market. I’ve been in this space since the market was essentially created by Kiva. I see the trajectory of the technology and the ecosystem of commodity components that are in robots, and so on. Iit’s very clear, our new products will align with our goal of being lowest-cost and high value.

Modern fighter jets contain hundreds or even thousands of sensors. Some of those sensors collect data every second, others every nanosecond. For the engineering teams building and testing those jets, all those data points are hugely valuable — if they can make sense of them.

Nominal is an advanced software platform made for engineers building complex systems ranging from fighter jets to nuclear reactors, satellites, rockets, and robots. Nominal’s flagship product, Nominal Core, helps teams organize, visualize, and securely share data from tests and operations. The company’s other product, Nominal Connect, helps engineers build custom applications for automating and syncing their hardware systems.

“It’s a very technically challenging problem to take the types of data that our customers are generating and get them into a single place where people can collaborate and get insights,” says Nominal co-founder Jason Hoch ’13. “It’s hard because you’re dealing with a lot of different data sources, and you want to be able to correlate those sources and apply mathematical formulas. We do that automatically.”

Hoch started Nominal with Cameron McCord ’13, SM ’14 and Bryce Strauss after the founders had to work with generic data tools or build their own solutions at places like Lockheed Martin and Anduril. Today, Nominal is working with organizations in aerospace, defense, robotics, manufacturing, and energy to accelerate the development of products critical for applications in U.S. national security and beyond.

“We built Nominal to take the best innovations in software and data technology and tailor them to the workflows that engineers go through when building and testing hardware systems,” McCord says. “We want to be the data and software backbone across all of these types of organizations.”

Accelerating hardware development

Hoch and McCord met during their first week at MIT and joined the same fraternity as undergraduates. Hock double majored in mathematics and computer science and engineering, and McCord participated in the Navy Reserve Officers’ Training Corps (NROTC) while majoring in physics and nuclear science and engineering.

“MIT let me flex my technical skills, but I was also interested in the broader implications of technology and national security,” McCord says. “It was an interesting balance where I was learning the hardcore engineering skills, but always having a wider aperture to understand how the technology I was learning about was going to impact the world.”

Following MIT, McCord spent eight years in the Navy before working at the defense technology company Anduril, where he was charged with building the software systems to test different products. Hoch also worked at the intelligence and defense-oriented software company Palantir.

McCord met Strauss, who had worked as an engineer at Lockheed Martin, while the two were at Harvard Business School. The eventual co-founders realized they had each struggled with software during complex hardware development projects, and set out to build the tools they wished they’d had.

At the heart of Nominal’s platform is a unified database that can connect and organize hundreds of data sources in real-time. Nominal’s system allows engineers to search through or visualize that information, helping them spot trends, catch critical events, and investigate anomalies — what Nominal’s team describes as learning the rules governing complex systems.

“We’re trying to get answers to engineers so they understand what’s happening and can keep projects moving forward,” says Strauss. “Testing and validating these systems are fundamental bottlenecks for hardware progress. Our platform helps engineers answer questions like, ‘When we made a 30-degree turn at 16,000 feet, what happened to the engine’s temperature, and how does that compare to what happened yesterday?’”

By automating tasks like data stitching and visualization, Nominal’s platform helps accelerate post-test analysis and development processes for complex systems. And because the platform is cloud-hosted, engineers can easily share visualizations and other dynamic assets with members of their team as opposed to making static reports, allowing more people in an organization to interact directly with the data.

From satellites to drones, robots to rockets

Nominal recently announced a $75 million Series B funding round, led by Sequoia Capital, to accelerate their growth.

“We’ll use the funds to accelerate product roadmaps for our existing products, launch new products across the hardware test stack, and more than double our team,” says McCord.

Today, aerospace customers are using Nominal’s platform to monitor their assets in orbit. Manufacturers are using Nominal to make sure their components work as expected before they’re integrated into larger systems. Nuclear fusion companies are using Nominal to understand when their parts might fail due to heat.

“The products we’ve built are transferrable,” Hoch says. “It doesn’t matter if you’re building a nuclear fusion reactor or a satellite, those teams can benefit from the Nominal tool chain.”

Ultimately the founders believe the platform helps create better products by enabling a data-driven, iterative design process more commonly seen in the software development industry.

“The concept of continuous integration and development in software revolutionized the industry 20 years ago. Before that, it was common to build software in large, slow batches – developing for months, then testing and releasing all at once,” Strauss explains. “We’re bringing continuous testing to hardware. It’s about constantly creating that feedback loop to improve performance. It’s a new paradigm for how hardware is built. We’ve seen companies like SpaceX do this well to move faster and outpace the competition. Now, that approach is available to everyone.”

Both types of reviews should reinforce your organization’s mission, values, and expectations—while empowering employees to succeed and grow.

At Quantum Workplace, we recommend treating the mid-year review as a planning and alignment conversation, helping managers and employees reflect on the past 6 months and adjust course for the future.

Meanwhile, the annual review should be more holistic, capturing the full performance picture and setting a trajectory for long-term growth. Ideally, the annual review devotes 20% of the conversation to past performance and 80% to future development.

Together, these checkpoints support better performance conversations, stronger relationships, and more engaged, goal-aligned teams.

How to Structure a Mid-Year Review

A mid-year performance review doesn’t need to be complex—but it should be intentional. The most effective reviews provide space for reflection, clarity, and realignment. Here’s how to structure the conversation for maximum impact:

1. Review performance expectations and behaviors.

Start with a clear check-in on how the employee is progressing toward their performance objectives. Are they on track? Where do they need support? This is also the right time to revisit how they’re showing up—reinforcing the workplace behaviors and core values your organization prioritizes. When both results and behaviors are part of the conversation, employees gain a better understanding of what good performance looks like in your culture.

2. Revisit and realign goals.

Mid-year reviews are a smart checkpoint to evaluate short- and long-term goals. Are goals still relevant? Do any need to shift based on evolving priorities? This conversation keeps goals top of mind and gives employees a renewed sense of purpose and direction—especially if day-to-day demands have pulled focus.

3. Incorporate multi-source feedback.

When possible, supplement the manager’s perspective with additional input. 360 feedback from peers, cross-functional partners, or even customers can surface new insights and help employees see their impact more clearly. A self-assessment can also add valuable context, helping managers understand how employees view their own progress and contributions.

Mid-year performance review phrase examples

Use the following performance review examples to guide effective, meaningful mid-year feedback. Each phrase is aligned to performance expectations—exceeding, meeting, or not meeting—and reinforces both results and behaviors.

Exceeding Expectations

• “You’ve consistently delivered above expectations over the past six months. Your dedication, ownership, and leadership set a strong example for the team. Keep up the great work.”

• “Your progress toward your goals is ahead of schedule and reflects strong initiative. You’ve gone above and beyond in both execution and impact—well done.”

• “You consistently demonstrate our core values in your work and interactions. Your ability to lead with integrity and collaboration is recognized and appreciated by everyone around you.”

Meeting Expectations

• “You’re meeting expectations and showing strong consistency in your work. Your focus and work ethic are clear. As you look ahead, I encourage you to stretch toward new opportunities—we’re here to support your growth.”

• “You’re on track with your goals and showing steady progress. I’m confident you’ll continue to deliver strong results. Let’s continue to look for ways to elevate your impact in the months ahead.”

• “You’ve shown a clear commitment to our values and have earned positive recognition from peers and customers alike. Keep bringing that same mindset to your daily work and team interactions.”

Below Expectations

• “Your current performance is below expectations, and I’ve noticed some challenges over the past few months. I want to work with you to understand what’s getting in the way and build a plan to get back on track.”

• “Goal progress is not where we need it to be at this point in the cycle. I know these are ambitious targets, and I believe you’re capable of reaching them. Let’s meet weekly to focus on what support or adjustments you may need.”

• “There have been instances where your behaviors haven’t aligned with our core values. Let’s talk through what happened and how we can move forward in a way that supports both you and the team. I’m here to help you succeed.”

Flexible, scalable, and more meaningful performance reviews with Quantum Workplace

Whether your mid-year reviews are structured like a scaled-down annual review or a more informal check-in, Quantum Workplace gives you the tools to make every conversation impactful.

Our flexible performance review software allows you to customize questions, automate workflows, and view goals, feedback, and historical data in one place—making mid-year conversations smoother and more meaningful for everyone involved.

Prefer a more conversational approach? Use our 1-on-1 meeting software to streamline informal mid-year conversations with built-in templates and goal tracking.

Support your managers with the structure they need and give employees a clear sense of where they stand—and where they’re headed.

👉 Ready to make your mid-year reviews more effective and engaging? Learn more about our performance review tools or talk with a Quantum Workplace expert today.