Most people don’t quit because of money. They quit because of a lack of learning and
development opportunities, something directly influenced by their manager.
LinkedIn’s 2019 Workforce Learning Report found 94% of people would stay longer if their
company invested in their learning and development.
Other research shows 57% of people who resign cite their manager as the reason. Put
together, the message is clear: when managers and organizations don’t prioritize development,
people look elsewhere.
Pay may get some people in the door, but development is what makes them want to stay. People
want to keep building skills and momentum toward their future.
Everyday Moves:
Managers: In your next 1:1, ask: “What’s one skill you want to walk away with by the end of
this year?”
Organizations: Evaluate managers not only on business results but on how their people have
grown in skills and responsibility.
Teams: Offer short -term rotations or shadowing opportunities , practical ways to give people
new perspectives and skills.
These moves don’t require large budgets or formal programs. What they require is intention.
When people see consistent signals that their growth matters, they believe they can keep building
their career where they are.
Development is not a perk. It is a two -way street. People gain skills and opportunities for
their future, and organizations strengthen engagement, performance, and retention.
What’s one step you can take this week to strengthen development opportunities for the
people on your team?