Insights on L&D, Grants, and Workplace Learning
When was the last time you really looked at the training your employees are taking? Are you seeing a return on your investment—or theirs? Employees spend valuable time away from their regular duties to complete training, and employers invest an average of $1,500 per employee each year. Training is an essential part of any business. It keeps employees informed, skilled, and motivated—and shows them that you value their growth. When employees feel supported, they’re more likely to stay and contribute at a higher level. But training can easily become routine—something that’s done simply because it’s required. So ask yourself: when was the last time you reviewed your training program? Does it align with company goals, departmental objectives, and employee development needs? Is it still relevant and effective, or is it outdated and uninspiring? Continuous improvement isn’t just for operations—it applies to training too. Here are a few ways to keep your training program fresh and effective: Evaluate regularly. Review your training annually to ensure it still meets business goals and employee skill needs. Gather feedback. Ask participants what’s working and what isn’t—then actually use that feedback to improve. Measure outcomes. Look beyond attendance. Track on-the-job application, performance improvements, and ROI. Update content. Refresh outdated materials and incorporate new tools, technologies, and delivery methods. Create a culture of learning. Encourage curiosity, growth, and open discussion about development needs. Investing time in improving your training ensures it stays impactful—and keeps your team learning, growing, and performing at their best.
Training is one of the most important—but often overlooked—parts of every business. Too often, employees dread it. It’s seen as something you just have to do, rather than something valuable. Yes, some training is required, but it doesn’t have to feel like the bane of everyone’s workday. We’ve all heard the groans: “I don’t have time.” “It’s boring.” “Why do I have to waste time doing this?” I’ve even said it myself—and I actually enjoy training! So, how do we shift this mindset? How do we create a sense of motivation and purpose around training instead of dread? First, there has to be a learning culture in the workplace. When employees understand that their growth fuels the company’s growth, training becomes more meaningful. Second, leaders need to communicate the “why”—the goals and benefits of each training. When people know how it connects to their role and the business, it stops feeling like busywork. Finally, the training itself needs to be relevant and engaging. Poorly delivered content will lose learners within minutes. Training is not a waste of time. It’s an investment. The more informed and skilled employees are, the better the results for your products, your customers, and ultimately, your profit. Don’t trivialize it—leverage it.
Cost is often one of the biggest barriers when it comes to starting—or continuing—employee training. That’s why I was so excited to learn about New Hampshire’s WorkInvest grant program , which provides businesses with matching funds of up to $70,000 for employee training. I had mostly seen grants available for nonprofits, but rarely for businesses. This program is designed to encourage workplace learning and skill development so employees feel valued and equipped with new tools. The benefits are twofold: businesses retain more skilled workers, and employees gain marketable skills that remain with them even if they move on or face layoffs. It’s a win-win that ultimately strengthens the workforce. Even better, all New England states—and likely many others—have similar programs. When I shared this opportunity with one of my clients, they were thrilled. Together, we identified training needs, and I completed the grant application. The result? We were approved! Over the last 6–7 months, I coordinated and managed the grant, which funded First Aid/CPR training, active shooter/workplace safety training, accounting courses, and low-income housing property management training. It was incredibly gratifying to see this training come to life with the support of the state. And yes—I’ll absolutely be doing this again! If you’re curious whether this kind of grant could support your business, reach out— I’d be happy to help you explore it.