Recent Searches
One shift is becoming impossible to ignore: employees are no longer content to stand still. They want to learn, to evolve, to see themselves grow. EY Malta’s latest ‘Work Reimagined Survey’ captures this change in motion, and it points to a workforce that is actively seeking its own growth.
Over the past year, nearly three-quarters of employees (73%) have engaged in learning programmes. They pursue learning not only as a route to advancement, but also for personal fulfilment: 27% follow learning driven by their own interests, while 22% do so because they want to accelerate their career.
What people want to learn is just as revealing. The demand for leadership skills demonstrated a readiness to steer and influence. An increased and required interest in digital skills reflects an acute awareness of the pace of change and the ways work is evolving, while a growing focus on finance suggests a wish to understand, manage and contribute in more tangible, measurable ways.
While many employees are taking responsibility for their own development, the role of employers remains critical. EY Malta’s ‘Work Reimagined Survey’ indicates that 44% of employees believe their organisation actively encourages and supports learning, yet almost one in 10 report that their employer rarely or never provides such support.
The support employees are seeking is not excessive. They are looking for structured time dedicated to learning, as well as financial assistance that makes development opportunities more accessible.
This growing emphasis on development is also influencing how employees view retention. Increasingly, they see a future for themselves within their current organisations. Forty per cent state that they have never considered leaving their job, up from 32% in 2024. Only 37% have contemplated leaving within the past 12 months, compared with 46% the previous year. Despite the contemplation to move, a substantial 82% expect to remain with their organisation over the coming year.
The reasons behind employee departures are also shifting. In 2024, salary was the primary factor, followed by work-life balance. In 2025, salary remains important at 23%, however, opportunities for growth and career progression have risen to second place at 14%.
This evolution suggests that employees are no longer focused solely on compensation. Increasingly, they are seeking clear pathways for advancement and environments that enable them to build their future.
The findings from the Work Reimagined survey make one message clear: learning is no longer an optional component of work, but a defining expectation. Employees are seeking more than roles; they are seeking opportunities to evolve, to strengthen their capabilities and to progress within their organisations. This shift represents both a challenge and an opportunity for employers.
To respond effectively, organisations should consider three key actions:
Organisations that actively cultivate learning − by allocating time, providing financial support and establishing clear pathways for career development − will be best positioned to attract, retain and inspire talent. In doing so, they will not only enhance workforce capability but also build a culture anchored in growth, resilience and long-term success.
As the world of work continues to transform, it is those organisations that place learning and development at the centre of their employee experience that will shape the future and secure their place within it.
Ediana Guillaumier is EY Malta senior manager, People Consulting and Learning, FHRD board member.
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