How to Leverage Learning & Development in your Company to Improve Employee Retention

In the evolving landscape of the modern workforce, employee retention has become a critical factor for organizational success. The era of the “Big Stay” signifies a shift from rampant job hopping to a more stable employment environment. As businesses adapt to this change, one key area emerges as a potent tool: Learning & Development (L&D). In this post, we’ll explore how companies can utilize L&D strategies to not only retain their workforce but also foster a culture of continuous growth and resilience.

The Landscape of the “Big Stay”:

The traditional narrative of employees frequently changing roles is evolving. Data from LinkedIn and federal sources indicate a significant decline in individuals staying in roles for less than a year. This transition offers companies a unique opportunity to focus on internal mobility, an often underestimated aspect of talent management. L&D emerges as a pivotal player in this paradigm shift.

Identifying Roadblocks to Internal Mobility:

Before implementing any programs, it’s crucial to understand what has hindered employees from considering internal opportunities in the past. Conversations across teams, asking tough questions, and introspection are key. This could reveal cultural factors or issues related to discoverability and awareness of internal roles.

Championing Desired Behavior:

Active involvement of the C-suite is instrumental. Executives need to lead by example, sharing their own career journeys within the company. Transparency about lessons learned, including failures, reinforces the idea of ownership of one’s career path.

Encouraging Manager Involvement:

Today’s employees seek control over their careers. This necessitates a two way conversation between managers and their teams about long term goals. Managers can play a pivotal role in identifying opportunities for skill development and exposure to different areas of the business.

Creating Clear Programs:

Implementing structured programs, such as job shadowing, exposes employees to different facets of the business. This not only supports individual career growth but also helps build more dynamic and resilient teams.

The Impact on Employee Retention:

Statistics demonstrate the powerful impact of internal mobility on retention. Employees who have made internal moves are significantly more likely to stay with the company. This underscores the importance of investing in and nurturing existing talent.


In a job market characterized by the “Big Stay,” leveraging Learning & Development becomes a strategic imperative. It’s not just about upskilling; it’s about fostering a culture of continuous growth and adaptability. By identifying roadblocks, championing desired behavior, involving managers, and implementing clear programs, companies can not only retain their workforce but also cultivate a dynamic, resilient, and long tenured team.


Remember, your next best employee might already be on your team. Now is the time for companies to embrace the power of L&D and build a culture of long term commitment and growth. If you need guidance on setting up learning and development initiatives for your company, please contact us today! We can get you on the right track to helping your employees, and company, grow. 


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