There are many phrases I have heard in business since working with senior leaders, management teams and whole organisations. Some are definitely not for print. Some are archaic, such as:
“I don’t need to thank my people. I pay them, what more do they want?”
“Rank has its privileges.”
Perhaps the most common one I have heard is:
“What if I train my people and they leave?”
This is a viable question. Why would you want to invest and see no return on that investment? The reality is that you will see a return because even if that individual decides to leave in the future, they will apply their learning in the interim.
Why would they want to leave your organisation anyway?
Investment in people should always be focused and aligned to specific improvements. Then consider the most appropriate development provision to bridge those gaps. Sometimes a video-based programme might be the right option, but often the cheapest is not the best suited.
There is growing evidence that face-to-face and progressive development, delivered through a more blended approach, produces the best returns. One-hit wonders have limited sustained benefits. PowerPoint dumping is draining and too formulaic. Discussions, think tanks, project working and cross-functional application allow for real-time skill development and behavioural enhancement.
If you provide in-house development, then consider whether external provision might enhance the outcomes and complement your programmes. Whatever you decide, choose the option that will bring the best returns by beginning with the end in mind.
Finally, my answer to the most common phrase, “What if I train my people and they leave?”, is and always has been:
“What if you don’t train them and they stay?”
News
The growing focus on youth employment also reminds us that learning and development shouldn’t stop when someone enters the workplace. The British Chambers of Commerce is calling for a more joined-up approach to lifelong learning, recognising that investment in young people and adult skills are closely connected. With 58% of businesses reporting skills shortages and AI continuing to transform the workplace, employers have an important role to play in creating pathways that help people enter work, build confidence and continue developing throughout their careers. By investing in mentoring, work experience, apprenticeships and ongoing skills development, businesses can support young people while also building the skilled workforce they need for the future. To read the report in full visit: https://www.britishchambers.org.uk/wp-content/uploads/2026/09/BCC-From-Classroom-to-Career.pdf
Insights
A report from the London School of Economics and Political Science (LSE), based on a survey of 801 UK firms, found a strong link between investment in employee training and improved
productivity from remote and hybrid working. Businesses that regularly invested in training staff to use digital technologies and adapt to hybrid working were more than twice as likely to report positive productivity impacts, with 42% reporting productivity gains compared with just 20% of firms that made no such investment. The research also found that organisations using formal management practices, such as structured check-ins, performance monitoring and virtual team-building, were more likely to report productivity improvements.
The findings suggest that the benefits of new ways of working depend largely on how well organisations support and invest in their people. The authors describe training and management investment as key organisational enablers that help businesses develop the skills and capabilities needed to work effectively. The report therefore provides evidence that investing in employee development is not simply about improving individual skills; it can also strengthen organisational capability, support employee wellbeing and contribute to better productivity outcomes. Businesses that invest in their people are better positioned to adapt to changing working environments and turn those changes into tangible performance benefits. To read the article in full visit: https://www.lse.ac.uk/news/latest-news-from-lse/remote-work-companies-invest-training-management