Companies that invest in people outperform those that treat learning as a line item.
In today’s fast-moving business environment, treating training as a cost rather than a strategic investment is a risk no growth-oriented organization can afford.
Across Canada, the message from today’s workforce is consistent: employees want more than technical know-how. They want to strengthen their ability to lead, collaborate, and adapt. In fact, close to four out of five workers report feeling the need to reskill just to stay current as their roles continue to change.
How Training Drives Scalability
When employees are properly onboarded, consistently developed, and aligned with business outcomes, your company becomes less vulnerable to disruption.
Consider one key metric: organizations with strong learning and development (L&D) cultures report a 57% higher employee retention rate.
High retention means fewer cycles of hiring and onboarding, less lost productivity, and stronger institutional knowledge. All of these contribute to operational stability and growth potential.
Quantifiable Business Impact
The notion that training “doesn’t pay off” is outdated. According to industry research, training investments often return $2 to $3 or more for every $1 spent when designed and measured correctly.
The cost of turnover can also be enormous: for example, a company with an average salary of $50,000 might incur as much as $75,000 in turnover-related costs per departing employee.
By connecting training to measurable metrics such as productivity gains, fewer errors, faster onboarding, and reduced turnover, your organization treats training as a strategic lever rather than a checkbox.
Align Training with Business Outcomes
Investment-minded training begins with the end in mind. Identify the business results you seek, such as faster time-to-productivity, reduced customer complaints, or higher internal promotion rates, and then design training so that employees gain the skills and behaviours you need. Training should tie directly into operational maturity, your workflows, and your systems. Without that alignment, even the best content will fail to move the needle.
The Cost of Inaction
When onboarding is inconsistent, processes are loosely defined, and skill gaps are left to chance, the hidden costs add up: high turnover, onboarding delays, quality issues, and slow responsiveness. These costs undermine growth and erode competitive advantage.
An intentional approach to training—one that creates alignment between your people, your processes, and your technology—mitigates these risks and enables your organization to scale with confidence.
Why OEG Is Your Partner in This Process
We act as a strategic partner in your workforce development journey. We collaborate with you to assess training needs, embed learning into your work culture, and align the results with your growth targets.
Next Steps
If your organization is ready to turn training from a cost into a strategic investment, Ottawa Education Group is here to help.
We invite you to book a training needs assessment. It is the first step toward building a productive, resilient workforce and unlocking your team’s full potential.
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