Many professionals fear that they will not have the opportunity to grow and develop in their careers. This fear can be caused by a number of factors, such as a lack of training and development opportunities in their current role, a perceived lack of support from their manager, or a feeling of being stuck in a rut.

This fear can have negative consequences for employees and employers in the form of professional paralysis, which is when the fear of lack of access to professional growth becomes self-fulfilling. Employees who feel their careers are not growing and developing are less likely to be motivated to do their best work and are therefore more likely to be dissatisfied with their jobs and to leave. For employers, the cost can include decreased employee productivity, innovation and engagement.

The fear of lack of access to professional growth is a real concern for many employees. However, employees and employers can address professional paralysis before it becomes a problem.

If you are feeling a sense of professional paralysis, identify one action from the following options you can feasibly take to develop your career:

1) Take initiative to learn new things and develop new skills. This can be done through formal training programs, online courses or self-directed learning.

2) Seek out new challenges and responsibilities. Volunteer for new projects, shadow other employees or ask for additional work.

3) Build relationships with mentors and sponsors. Mentors and sponsors can provide guidance, support and advocacy for employees looking to grow and develop in their careers.

4) Network with other professionals. Networking can help employees learn about new opportunities and make connections with people who can help them achieve their career goals.

Meanwhile, employers can prevent paralysis, too. If you are concerned about losing employees from this phenomenon, identify one thing this month to create a more positive and supportive environment for professional growth. Here are three options for employers: 

1) Provide training and development opportunities. This can include formal training programs, online courses, tuition reimbursement, and opportunities for employees to attend conferences and workshops.

2) Create a culture of learning and development. This can be done by encouraging employees to share their knowledge and expertise with others, and by providing support for employees who are pursuing professional development goals.

3) Recognize and reward employees who are taking the initiative to learn and grow. Provide financial rewards, public recognition or opportunities for advancement.

By taking these steps, employees and employers can create a more positive and productive work environment where everyone has the opportunity to grow and develop.

Matthew Renz is a speaker, trainer, author and thought leader with a three-decade background in corporate insurance sales and leadership with UnitedHealthcare.