What the Longest-Serving Employees Teach Us About Growth at Work

The Wall Street Journal recently profiled a group of employees who’ve done something nearly unheard of today: they’ve spent decades — some more than 60 years — working for the same company. From Ford’s Chicago Stamping Plant to Target stores in Colorado, these workers have seen it all: new technologies, new bosses, new business models. And yet, they’ve kept showing up — still learning, still contributing, still finding purpose in their work.

What keeps someone thriving at work for half a century? As Ford’s Arthur Porter, age 86, put it: “Stay busy. Keep moving. Don’t sit down.” His colleague Calbert Wright, 85, added that work keeps him sharp: “If you sit down, your body’s going to lock up on you.” What they’re describing isn’t just physical movement, it’s growth. These employees didn’t remain in the same role for 60 years; they evolved along with their workplaces. They adapted to robots, automation, and new leadership. They embraced change as a skill.

And that, research shows, is exactly what fuels long-term success for both company and employee. It’s a lesson echoed in a recent publication by Harvard Business Review and LinkedIn which found that 89% of organizations believe building skills proactively is the key to navigating the future of work. And the number-one reason employees want to learn? “Progress toward career goals.”

And while big promotions, intensive training, and special project assignments are wonderful ways to grow employees, even small “stretch” opportunities — shadowing another department, leading a short training, or joining a cross-functional team — can do a lot to fuel that sense of progress.

Start Here: 3 Steps to Build a Culture of Growth

1 Celebrate growth in all its forms. Promotions are great, but recognition for learning, collaboration, and personal development sends a powerful message: You’re still growing here.

2 Make career conversations routine. Equip managers to talk about aspirations, not just performance. A simple roadmap helps employees see how to build toward their next opportunity.

3 Create space to stretch. Encourage small, low-risk “stretch” assignments, mentorships, or role rotations that let employees expand their skills and confidence.