Upskilling as a Strategic Investment
The conservative cost of replacing an employee ranges from 50% to 200% of their annual salary. And when experienced talent walks out the door, productivity and culture take a hit.
More employers are shifting dollars from recruiting to development. The reason? Retention is the new growth strategy—and upskilling is at the heart of it.
Make Learning Part of the Job
Upskilling only works when it fits the way people work. Programs that feel optional, irrelevant, or overly time-consuming tend to flop. Development is most effective when:
- Learning is anchored to current business priorities
- Content is offered in fast, focused formats that fit the workday
- Employees see exactly how skills connect to improved outcomes
When employees can connect the dots between learning and impact, participation rises—and so does performance. A well-rounded program doesn’t just build skills, it builds momentum.
That’s nearly half of the workforce signaling a desire to grow. When employers make development accessible and relevant, they don’t just meet that need; they turn it into a powerful driver of retention, engagement, and performance.
What to Ask Now
If you’re refreshing your upskilling strategy, consider:
- What internal learning resources are available?
- Are managers actively talking about professional development?
- How can you measure upskilling outcomes and not just participation?
Upskilling isn’t a perk. It plays a direct role in helping your employees grow, strengthening your workplace culture, and setting your business up for long-term success. The companies that prioritize it now are the ones most likely to retain top talent.
SOURCE: United Benefit Advisors (UBA)
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