How Employee Retention and Learning and Development Go Hand-in-Hand

Retaining top talent is more than just offering competitive salaries and perks. In a competitive job market, many employees crave opportunities to learn and grow in their field. Companies that invest in learning and development and integrate it into their hiring and retention strategy are more likely to keep their employees than companies that do L&D just to check a box. In fact, a study from Gallup showed that professional development opportunities are a significant factor in attracting new employees and, according to LinkedIn, companies that have a strong learning culture see a 57% better retention rate than companies that don’t invest in L&D.

Let’s explore how employee retention and training and development work together to improve employee satisfaction and convince them to stay loyal to your company.

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The connection between training and employee retention

Opportunities for career development and employee retention are closely intertwined. When employees see their company is invested in their professional growth, they feel valued and are more likely to stay long term.

Gone are the days when a paycheck alone could keep employees satisfied. Today’s workers, especially Gen Z employees, are passionate about growth and progress and actively seek out opportunities for professional development. This is why learning and development opportunities are one of the top retention factors.

Why employees value learning and development

As people and as employees, we all crave purpose and connection. Learning and development helps support that in the workplace. The effect of training on employee retention is clear. According to the 2024 LinkedIn Workplace Learning Report, 70% of respondents said learning improves their sense of connection to their organization and 80% said it adds purpose to their work.

How does professional development support staff retention?

Here are just a few ways to see the effect of training on employee retention:

1. Engagement and connection

Employees who participate in training programs, events and workshops, or mentorship programs feel more connected to their colleagues. This connection translates into passion and motivation for their job and an increased desire to collaborate and work in line with the company mission. Organizations that invest in learning and development opportunities know that these are huge drivers of engagement, leading to deeper connections among your team and a shared commitment to the organization’s goals.

2. Skill enhancement

Continuous training not only helps employees refine their existing skills but empowers them to explore new ones and gain new competencies. Employees who feel equipped with the right skill set to do their best work are more confident in their roles, allowing them to better tackle challenges that come their way. Skill development opportunities also keep your workplace competitive and capable of taking on new responsibilities, inspiring your employees to reach higher and explore advancement and promotions.

3. Job satisfaction

There’s a strong correlation between opportunities for learning and overall employee satisfaction. Employees who participate in regular training tend to have a more positive outlook on their roles, as they see their efforts rewarded through personal growth and career advancement. When your employees are happy and satisfied in their roles, they’re more likely to produce high-quality work and bring their best selves to the workplace.

4. Purpose and meaning

Combining employee retention and training and development initiatives helps you give employees a deeper sense of purpose in their work. When employees can link their responsibilities to their personal and professional growth, they feel that their time and effort contribute to something greater than just completing tasks as they cross their desk. This sense of meaning is not only personally motivating, but creates a team that’s committed to your organization’s vision and values, inspiring loyalty and reducing turnover.

Benefits of investing in different training and employee retention strategies

Giving your employees a variety of learning opportunities shows your commitment to nurturing a thriving workplace while giving your team the skills they need to grow and succeed.

Let’s explore how a varied approach to employee retention and learning and development benefits your organization:

• Improved company culture: An organization with an active and diverse learning and development offering sees more engagement throughout the company.
• Reduced recruitment costs: Since increased investment in employee training and retention are closely linked, your recruiting costs will decrease.
• Higher quality work: Employees who participate in additional training are equipped with the latest skills and knowledge that helps them produce work that exceeds expectations.
• Better interpersonal relationships: Training and development opportunities create stronger lines of communication and understanding between employees, creating a more cohesive work environment.
• Collaboration and innovation: A commitment to development encourages a collaborative mindset where your employees feel empowered to share ideas and contribute to creative solutions to company challenges.
• Better customer service: Well-trained employees provide higher quality service, increasing customer satisfaction.

6 types of learning programs that improve retention

As we look at the different types of training and learning opportunities that keep employees around, one aspect is clear: allowing employees to take a “choose your own adventure” approach and take charge of their growth is key. Offering a variety of resources and learning opportunities supports both career development and employee retention.

1. Onboarding programs: 20% of employee turnover happens in the first 45 days, so your onboarding program sets the tone for their experience at your company. Spending the time and effort on an in-depth onboarding program is well worth it.
2. Mentorship programs: Pairing employees with mentors or involving them in peer mentoring gives them personalized guidance and growth opportunities while building connections with their colleagues.
3. Technical training: Regular technical skill refreshes help keep employees up to date on industry best practices and new job-specific skills, keeping them competent and engaged in their work.
4. Soft skills training: Communication, teamwork, and diversity, equity, and inclusion training helps foster a positive, supportive, and inclusive work environment that employees want to stay in.
5. Cross-training: Exposing employees to various roles and responsibilities within your company not only broadens their skillset but keeps them interested and engaged.
6. Leadership training: Equipping future leaders with the skills needed to succeed in managerial roles not only prepares them for taking on reports, it shows your employees you’re committed to internal promotions.

Let employees choose how they grow

Empowering employees to take charge of their own growth can lead to positive outcomes for both individuals and the organization. By focusing on four key areas of employee-led growth—autonomy, access, accountability, and adaptability—your company can create a space that encourages self-directed learning and ongoing improvement, further tying career development and employee retention together. 

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Here are the four pillars of employee-led development:

• Autonomy: When employees have the freedom to decide how they want to grow, it gives them a true sense of ownership over their journey. Trusting them to make choices about their training boosts engagement and motivation, leading them to pursue opportunities that genuinely spark their interest.
• Access: Offering a variety of resources and learning opportunities helps employees find the right tools for what they want to achieve. This could be anything from workshops and online courses to corporate mentoring programs or job rotations. Making these resources easily available allows team members to explore different routes for their growth.
• Accountability: When employees take responsibility for their own progress, they’re more likely to set meaningful goals and measure their success. Regular check-ins or feedback can support them in staying on track with their development objectives.
• Adaptability: In today’s ever-changing work environment, being adaptable is essential. Encouraging a growth mindset helps employees face new challenges and adjust when needed. Companies that promote adaptability build resilience and creativity in their workforce, preparing them to tackle whatever comes next.

By embracing these areas, your organization can see the effect of training on employee retention and not only support their development, but also improve overall job satisfaction and productivity in the workplace—reducing turnover.

Together supports employee retention and learning and development

At Together, we understand the importance of staff retention and the role of employee-led development to keep your team engaged and inspired. That’s why we created our whitepaper “Unlocking Employee-led Growth” to help inform your employee retention and learning and development strategy.

Download the whitepaper to learn more about how to integrate employee-led growth into training and retention initiatives.

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