Personal growth in a project company?

Here at LET ME Design and Development LTD, we are delivering with a team built from payroll employees and hourly-based freelancers.
Haven said that most of our colleagues have been with us for two or three years and show constant involvement in our projects.
Not as in “more conventional companies”; in our case, that personal growth matter could be arguable. In the case of working with constant freelancers, for most of the our-domain-players, it isn’t an issue at all. Still, it is a subject we deal with because of our management philosophy (“being the company of humans, for humans”).
So, for a significant part of our team, it could be some online course, adding the person to a current project to learn a new subject while delivering tangibles to “real clients,” exercising presentational skills, or even getting opportunities to speak at meetings in not-a-mother-tongue (English/Hebrew).
That could be studying a new framework or technological solution, but in some cases, managerial skills or other soft skills we could help to obtain.

In any case, it won’t be a “waist of money” but an investment in our assets.
A professional that can grow with you and by you will deliver better, with better quality and personal involvement, than you won’t find with other freelancers (or even payroll employees).
It is a small “material” price for a more consistent, professional team, and the team that feels ownership, is actively helpful, and generally feels good.
Yes, you could say that part of those “personally grown” colleagues could start looking for other opportunities in the labor market, but we shouldn’t feel uncomfortable about that fact. In this case, we can give ourselves credit. This “leaving” employee will be able to add value to your brand, be helpful with future business perspectives, and, most of all – bring you “good karma” (in a psychological way, but not necessarily spiritual, though ).
So, what are the things to pay attention to (based on an article by profiletree.com)?
Personal development is about supporting your employees to meet their professional (and personal) goals. This can include :
Learning new skills,
Taking on new responsibilities,
Working towards a promotion,
Moving into an entirely new role.
Once you’ve agreed on a goal, it’s time to implement an action plan to achieve it. The best way to do this is by using the SMART framework.
This means that goals for personal development in your workplace should be:
Specific,
Measurable,
Achievable,
Relevant,
Timely.
(check the diagram attached here).
Once you have a clear picture of this, it’s time to start creating a plan and a review process to ensure your goals are achieved.

What about your organization? Do you have challenges with your staff’s personal growth? How do you solve them? What do you think about our process with constant freelancers?
Comment, and let’s learn from each other!