Investing in training can feel like a significant commitment, both in terms of time and money. Many businesses question whether it’s truly worth the investment, often focusing on the immediate costs rather than the long-term benefits. But what if the real risk lies in not investing in training?

In this blog, we’ll explore five common reasons companies avoid training—and why those reasons could be holding your business back. From misconceptions around cost to doubts about return on investment (ROI), we’ll break down the barriers to training and reveal why continuous development is key to keeping your team engaged, productive, and future-ready.

At Expression for Growth, we understand the pressing challenge UK leaders face with their organisation’s skills gap and the immense pressure on HR to fill it. The World Economic Forum has highlighted that by 2025, 50% of all employees will need reskilling, underscoring the critical importance of learning and development (L&D) initiatives. 

Human resources departments are typically smallteams burdened with an ever-expanding list of responsibilities. A report from Sage reveals that 95% of HR leaders feel overwhelmed, and 81% are facing burnout. These overextended teams find it challenging to handle daily tasks, leaving minimal time for strategic initiatives, particularly in learning and development (L&D). 

In the fast-paced world of business, effective planning and clear communication are paramount. Yet, despite our best efforts, misunderstandings about plans and agreements can still occur. That’s why in this blog we discuss these challenges and share valuable insights on how to address them. 

Expression for Growth is proud to announce a significant achievement alongside our client Acosta Europe, winning not one, but two Gold Awards at the prestigious Brandon Hall HCM Excellence Awards 2024.

In the realm of adult education, particularly when acquiring new commercial skills, learners often encounter feelings of frustration and confusion. These emotions can arise when stepping out of one’s comfort zone and grappling with unfamiliar concepts. Interestingly, these feelings are frequently perceived as negative, but what if we could reframe them as positive indicators of growth and learning?  

Geistlich Pharma, a global pharmaceutical organisation with a strong heritage and an enviable market position, known for its leading brand and top products in the field, had tried traditional sales training methods, including Train the Trainer, without success.

In the ever-evolving landscape of business, the decision to invest in employee training and development often sparks a crucial debate. A common concern is, “I can’t invest in that because they might leave.” With the retort to this which is equally powerful: “but they might stay”. This exchange highlights the pivotal role of investing in people and the broader implications for organisational culture and retention.  

In the world of business, much like in sports, skills and behaviours can deteriorate over time if not consistently practiced and reinforced. This phenomenon, often referred to as the law of atrophy, highlights the importance of continuous learning and active engagement in maintaining and enhancing one’s abilities. 

In the ever-evolving landscape of learning and development (L&D) in 2024, a myriad of key trends are shaping the way employees enhance their skills, engagement, and adaptability.