As a business owner, you know how vital your people are to the success of your company. You’ve worked hard to build a strong team, but sometimes, despite your best efforts, key employees start to lose motivation, or worse, leave for greener pastures. It’s frustrating and costly—not just in terms of recruitment, but in lost knowledge, time, and momentum.

But what if the key to keeping your best talent wasn’t just about compensation or perks? What if investing in their development could be the game-changer that keeps them engaged and loyal to your business for the long haul? Let’s explore how one company turned things around by doing just that.

Let's talk about Sarah... Sarah, a talented project manager, has been with your company for a few years. She’s driven, innovative, and understands your business inside out. But recently, you’ve noticed she’s become disengaged. Her enthusiasm is fading, and you worry she might be looking elsewhere for new opportunities. Sound familiar?

For many business owners, this scenario is all too common. You’ve invested time and money in finding great talent, only to watch them walk out the door just as they’re starting to make a real impact. What’s the missing piece? Often, it’s not salary or perks that cause employees to leave—it’s a lack of development.

Sarah, like many others, wants more than just a paycheck. She wants growth, new challenges, and a sense of purpose. By investing in her development through training, you show her that she’s valued, and you’re willing to support her growth within your company. Instead of looking for the next opportunity elsewhere, she sees it right in front of her—within your business.

Take a recent client of ours, a mid-sized UK recruitment firm. They were losing key staff within two years of hiring, leading to expensive recruitment cycles and a disrupted team dynamic. The solution? They launched a leadership development program and introduced skills workshops tailored to each employee's career goals.

Within a year, retention rates improved by 30%. Employees like Sarah stayed, not because they felt obligated, but because they saw a future in the company—one that invested in their long-term success.

By investing in your people, you create a culture where employees want to stay, grow, and contribute to the long-term success of your business.

The ROI on that investment? Priceless.

Well actually its 7x what you spend - that could be in sales, saved recruitment costs, or retained customers.

7 ways to invest in training for your people...

1. Leadership Development Programs
   Offer tailored leadership training to identify and nurture future leaders within the company. This prepares employees for advanced roles and demonstrates a clear career path. Just like our Seventh Wave Leadership Development Journey.

2. Skill-Specific Workshops
   Provide workshops focused on enhancing specific skills relevant to employees’ roles, such as project management, technical skills, or customer service excellence.

3. Mentorship and Coaching
   Implement mentorship and coaching programs where experienced leaders guide and support less experienced employees, fostering personal and professional growth. Or you can outsource to coaches outside your company.

4. Cross-Training Opportunities
   Encourage employees to learn new skills and gain experience in different departments. This not only broadens their expertise but also helps them understand and appreciate the broader business context.

5. Certification and Continuing Education
   Support employees in pursuing industry certifications or further education by covering costs or offering study time. This investment helps them stay current with industry trends and best practices.

6. Online Learning Platforms
   Provide access to online learning resources and platforms where employees can choose courses that align with their interests and career goals. This offers flexibility and personalized learning opportunities.

7. Regular Feedback and Development Plans
   Create structured development plans for each employee, incorporating regular feedback sessions. This helps employees set and achieve career goals while feeling valued and supported.