All Articles Leadership Workforce Stop chasing the "next big thing" and start investing in your team

Stop chasing the “next big thing” and start investing in your team

Investing in internal leadership training and culture drives employee engagement, retention and long-term business success, writes Gloria St. Martin-Lowry.

4 min read

LeadershipWorkforce

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In my work, I’ve seen companies plan meticulously for equipment upgrades or the latest technology, but when it comes to investing in their people, that same care often disappears. Yet, your people are your business. Without them, nothing else works. And when times get tough, training and development are frequently the first things to get cut — a short-term solution with long-term consequences.

Internal investment — focused on leadership training, coaching and culture — is essential for driving retention, engagement and business longevity. It’s not just about keeping people around; it’s about unlocking their full potential and creating an environment where they can thrive.

Why internal investment gets overlooked

It’s not malicious; companies aren’t intentionally ignoring their people. But there’s a tendency to focus on what’s flashy or externally visible, like new tech or the “next big thing.” Unfortunately, this reactive mindset can leave incredible opportunities for internal growth untapped.

One significant missed opportunity? Supporting managers to engage their teams. Managers play a critical role in fostering engagement, yet many are left without the tools they need to succeed. According to research from Gartner, managers are responsible for most engagement actions, but only 19% of HR leaders believe their managers know how to act on feedback effectively. When organizations invest in coaching and support for managers — helping them understand engagement data and co-create actionable plans — they can boost employee engagement by over 50%.

When organizations fail to invest in their people, the ripple effects are felt across every level of the business. Frontline employees miss out on opportunities to contribute at a higher level, while senior leaders are pulled into day-to-day tasks, taking them away from what they should be doing. But when you empower your team — starting at the front lines — everyone benefits.

How internal investments drive culture and retention

Internal investment shapes not only how employees perform but also how they feel about their workplace. Here are three ways focusing on people can transform your organization:

1. Leadership training sets the tone.

Leadership training isn’t just about skill-building; it’s about setting expectations and modeling the right behaviors. In the manufacturing industry, I saw firsthand how a lack of training left employees to learn through “watching someone else.” It wasn’t until I learned proactive coaching that I saw how investing in people — treating them like the adults they are — changed everything.

Blackstone, a leading investment firm, shows how impactful leadership training can be with its Data Center Academy initiative. This program helps employees develop technical skills to take on critical roles while creating a culture that values growth. The company is solving labor shortages by investing in people — a win for employees and the business alike.

2. Culture starts with engagement.

Culture isn’t merely what the company says it values — it’s what employees experience every day. When leaders take the time to ask their teams, “What makes you proud to work here?” or “What would make this better?” it opens the door to incredible insights and engagement.

Employees who feel that recognition is a core part of their organization’s culture are five times more likely to be engaged. When leaders prioritize employees’ experiences, such as engagement and recognition, they create a culture where employees feel valued and motivated to contribute at their best.

3. The ROI of employee development.

Investing in coaching and culture-building isn’t just good for morale — it’s good for business. Gallup research found that highly engaged teams experience 59% lower turnover rates and 41% lower absenteeism. Employees who feel supported are more productive and more likely to stay, reducing costly churn and preserving institutional knowledge.

Actionable questions for leaders

If you’re wondering whether your organization is investing enough in its people, start by asking these questions:

  • What are my beliefs about the people on my team? Do I see them as contributors to our mission or just a pair of hands?
  • How are roles defined? Are they set up for synergy and growth, or are we focused solely on tasks instead of outcomes?
  • What makes our employees proud to work here? What would make them even prouder?

These questions aren’t just for leaders to answer — they’re starting points for meaningful conversations with your team.

The path forward

Your people are your greatest asset. By investing in their growth, well-being and engagement, you’re not just building a stronger team; you’re creating a foundation for long-term success. Internal investment is not only the right thing to do but also the smart thing. The returns, both in culture and performance, speak for themselves.

Opinions expressed by SmartBrief contributors are their own.

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