Smart Training, Stronger Teams

Yardstick – Spring 2025 – Natalie Bell, CWS

Knowledge isn’t just power—it’s profit. Yet, when schedules are tight and customer demands pile up, professional development is often the first thing to be put on hold.

But when employees stop learning, businesses stop growing. The cost of not training your team isn’t just a missed workshop—it’s lost productivity, disengaged employees, and, ultimately, lost revenue.

The Real ROI of Continuous Learning

Training isn’t just a checkbox—it’s a business strategy. Companies that invest in learning see real financial returns:

  • 24 percent higher profit margins (Canadian Construction Association)
  • 34 percent higher employee retention and 22 percent greater productivity (Canadian Chamber of Commerce)

Why? Because employees who engage in professional development:

  • Adapt faster to industry changes
  • Bring innovative solutions to everyday challenges
  • Stay motivated and engaged—reducing turnover
  • Step into leadership roles—easing succession planning

When learning becomes part of daily operations, businesses don’t just survive—they thrive.

Beyond Product Knowledge: What Training Should Include

For many businesses, training starts and ends with product knowledge—but a well-rounded training program also includes leadership development, career growth, and industry adaptability.

According to the Supply Build Canada 2023 Labour Study, 37 percent of employees who left their jobs cited "lack of advancement opportunities." If employees don’t see a future with you, they’ll find one somewhere else.

Leadership development is another key piece. Even natural leaders need training, and building internal leadership programs helps employees transition into management roles, solving hiring challenges before they start.

Finally, staying ahead of industry shifts is non-negotiable. New materials, sustainability standards, and evolving customer expectations require ongoing learning. A proactive training strategy keeps your team informed and competitive.

Making Continuous Learning Work (Even When You’re Busy)

I get it—formal training sounds great in theory, but in reality, most businesses don’t have the time or budget for elaborate programs. The good news? You don’t need a full training department to build a learning culture. Here’s how to integrate training into daily operations:

  • Learning Libraries – A simple hub with industry articles, videos, and product guides employees can access anytime.
  • Skill Exchange Sessions – Short monthly peer-led discussions where team members teach each other specialized knowledge.
  • Industry Associations – Supply Build and other groups provide free or low-cost training, webinars, and certifications that keep employees current.
  • Development Plans – Set two to three learning goals per employee per year, tied to both business needs and personal growth.

Even dedicating just 1 percent of an employee’s time to development makes a measurable impact. The key is to make learning part of the workday, not an extra task.

Start Small, Think Big

Building a learning culture doesn’t mean overhauling your entire operation. Start with small, achievable steps:

  • Recognize and celebrate when employees apply new knowledge.
  • Share training takeaways in team meetings to reinforce learning.
  • Connect training directly to job performance and business success.

Your inventory eventually loses value as new products enter the market, but your team’s knowledge only becomes more valuable over time—when you invest in it.

Written by Natalie Bell, CWS
People & Culture Consultant
Natalie Bell Consulting
A breath of fresh HR!

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