The Top Motivator for Today's Workforce

 How do the best stay ahead of the curve? David Hass, a Destination Sales Executive for Marriott says, "Training it's how we stay the best at Marriott." Maybe it's biased. Or, maybe Haas is right. Training adds to an individual's learning and development. Now imagine adding value to a workforce of 5,000 through training and development. It seems as through training is key for companies to thrive.

What else is training proven to do? According to a white paper by The National Conference Center, Invest in Training and I’ll Stay, training is how companies compete and retain top-notch employees.

While many corporations want to spend the least amount of money possible to generate the most amount of revenue, most companies recognize the repercussions of not training.

In order for companies to compete in their industry and attract the best employees, training and development must be offered throughout an employee’s career.

Performance improvement is typically training’s first return. When employees have the skills and tools to excel at their job, they’re confident and engaged.  Accord­ing to Miller at Microsoft Corporation who was featured in the white paper, “[There is] a strong correlation between a partner’s sales and the amount of training [he or she received]. That’s ultimately what we want – to sell more and make more money.”

However, training no longer starts and stops on day one. David Haas who has been in sales for almost 5 years completes several Marriott training programs in a year. Marriott has one of the lowest turnover rates in the industry. What does this translate into for companies invested in training?


Employees are satisfied in their position when they’re excelling at their job and learning more to build his or her career. In fact, employees base their decision to join a new company based on opportunity for career growth and development. Money was once a motivator. Now, most employees are more interested in building their career than money. And, the decision to stay with an organization is based on opportunities for development. Every professional wants to know the answer to the question, “What’s it in for me?”

Companies that invest in training will not only see an increase in level of performance and customer service which means satisfied customers, but the organization will also reap long-term benefits like an engaged workforce, longer retention rates and desirability from future candidates. It’s estimated that the average turnover of a mid-level employee costs the organization 150% of his or her salary. According to one of the contributors in the white paper, when there’s turnover organizations throw all money out the window to hire new people. When you think about how a company’s budget should be spent, hopefully training is at the top of the list to maintain employee engagement and retention in your workplace.

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