Intentional Employee Development Investments

Make Investment in Employee Development Work Better for Both: People and Performance

“Employees are the heart of a company’s success, but many organizations still underutilize their investment in people.”

As HR professionals, we recognize that employees are the heart of a company’s success, but many organizations still underutilize their investment in people, particularly in learning and development. Common programs like tuition reimbursement and general L&D budgets are widely offered, yet without a clear strategy, these resources often miss the mark in creating meaningful impact. Exit and stay interviews consistently reveal that employees often leave due to limited growth opportunities—a gap that reflects the need for more than just standard development offerings. By aligning L&D investments with specific skills and career pathways, organizations can generate more than good intentions; they can foster an environment where development opportunities directly enhance productivity and long-term retention. Intentional investment in employee growth truly benefits both the individual and the organization, driving a measurable return in people and performance.

Here are three high-impact areas where intentional investment. can deliver measurable results:

Align Development with Business Goals
Research shows that companies with robust employee development programs report a 24% higher profit margin on average (Deloitte). Aligning development with specific skills required for current and future business needs allows employees to grow in meaningful ways. By tailoring learning to identified skill gaps, leaders can make sure L&D has a direct impact. Consider adding a section to your performance management process that not only asks for areas of improvements for performance discussion, but requires the employee and leader to agree upon the options available to actively close those skill(s) gaps. In addition to aligning L&D with business objectives, prioritizing individual career paths can further strengthen retention.

Focus on Career Growth
Career development consistently ranks as a top driver of retention. Studies indicate that 70% of employees feel more loyal to employers who support their career goals (Forbes Insights). Personalized growth paths, mentorships, and regular feedback demonstrate a real commitment to employee success. These programs often have a more lasting impact on engagement and retention than one-size-fits-all training. While I believe that employees should be in the driving seat and should take ownership of their career growth, we (as their leaders and HR) play the critical role of navigators, who can support them on their journey by providing guidance, resources, and alignment on what skills are beneficial to the company’s overall productivity. Have managers take an active role in your employee’s career development plans. Help leaders understand that it's valuable to support career growth goals even if that means there may come a time when the employee takes on a different role within or outside the organization. While focusing on career growth supports retention, effective leadership is essential to sustain it. Investing in leadership development ensures managers have the skills to foster a supportive and productive team environment.

Invest in Leadership Development
According to Gallup, over 50% of employees leave due to poor management. Targeted leadership training equips managers to improve team dynamics, communication, and the overall employee experience. Investing in leadership skills not only boosts engagement but also reduces the costs associated with turnover. Use data from employee voice surveys to help identify areas for leadership development. If a survey identifies that leaders are not having regular feedback conversations with the employees, dive deeper on the why with the leaders and help close the skills gap. If leaders are not actively involved in their employees’ career development plans, seek training programs for them so that they CAN be. I believe that investing in leadership development is a win-win. Leaders are employees after all, providing intentional investment into developing their leadership skills provides them with career growth opportunities AND sets them up to help align development goals of their direct reports with the business and helps in driving retention. 

So, in closing, true impact comes from intentionality, not just in setting a budget for development. We must ensure those dollars address real employee needs and align with business priorities. When companies invest thoughtfully—aligning learning opportunities with organizational goals, supporting career paths, and fostering skilled leadership—the payoff is multifaceted. Employees are more engaged, retention rates improve, and the organization strengthens its culture and performance. By making intentional investments in people, companies cultivate a thriving workforce, reinforcing the idea that talent truly is a competitive advantage!

#singHResources #LearningandDevelopment #L&D #IntentionalEmployeeInvestment

Leverage Fractional HR to Strengthen the Entire Organization

Fractional HR Support: A Strategic Solution for Meeting Modern HR Demands

In today’s fast-paced, high-demand workplace, HR professionals often find themselves juggling an array of critical deliverables across tight deadlines, managing everything from employee relations to compliance and strategic initiatives. For many HR teams, especially in mid-sized or growing organizations, the expectation to “do more with less” is commonplace, resulting in burnout and a backlog of important, often transformational, work that gets sidelined. One solution increasingly embraced by forward-thinking organizations is fractional HR support. Let’s explore what is fractional HR and why fractional HR support is a strategic, cost-effective option that can empower HR teams to thrive.

The Growing Demands on HR Professionals

The HR function has evolved dramatically. In addition to traditional roles, HR now carries a mandate to lead organizational transformation, support DE&I, drive digital transitions, and build resilient company cultures. According to SHRM, HR leaders are reporting some of the highest levels of burnout due to the continuous demands while still delivering on long-term initiatives with limited resources and budgets, organizations often struggle to provide full-time HR teams with the flexibility and manpower they need to meet these demands effectively. When high-stakes deliverables pile up—such as implementing new benefits or technologies, preparing for compliance audits, or improving performance management—HR can often be stretched too thin. Enter fractional HR support, an agile and adaptable resource that many companies are finding indispensable. More importantly, a support option for your internal HR team members without whom managing your most critical asset would be next to impossible.

Why Fractional Support Makes Sense

1. Cost-Effective Expertise
   Fractional HR consultants provide expertise without the full-time cost, saving companies on salaries, benefits, and training expenses.

2. Relieving Workload Pressure
   Fractional HR consultants are there to support—not replace—full-time HR staff. By temporarily taking on heavy workloads, these professionals free up full-time employees to focus on strategic, long-term objectives without sacrificing day-to-day effectiveness. This targeted relief helps reduce burnout and improve team morale.

3. Flexibility and Scalability
   Fractional HR support allows companies to scale resources up or down based on their current needs. Fractional professionals bring deep experience, meaning they can integrate quickly and make an immediate impact on pressing projects.

4. Access to Specialized Skills
   Some HR projects require niche expertise that existing team members may not possess. For instance, overhauling a company’s compensation structure demands highly specialized knowledge. Fractional HR professionals bring this expertise, allowing internal HR teams to maintain focus on their core responsibilities.

A Competitive Advantage for HR Departments

As companies continue to face new, complex HR challenges, fractional HR support offers a unique advantage. With the flexibility to scale HR resources strategically, companies can respond faster, address emerging needs more efficiently, and foster a more sustainable workload for their HR professionals. In the long run, this balanced approach not only supports the well-being of HR teams but also drives better outcomes for the organization as a whole.

By leveraging fractional HR, organizations are not just “keeping up” with demands—they are setting themselves up for greater adaptability and resilience, key factors that will define competitive advantage in the modern workforce.

#FractionalHR #PartTimeHRSupport #HR

CPOHQ: ELEVATE 2024

Knoetic’s CPOHQ community is an absolute powerhouse for senior HR leaders—Heads of HR, CHROs, and CPOs. I stumbled upon this community somewhat serendipitously after a webinar chat. I can’t recall who sent me the link, but I’m incredibly grateful to that person!

Why CPOHQ Stands Out

Early in my HR career, I was more focused on proving myself than building a professional network. Attending conferences was useful, but staying connected always seemed like an afterthought. Enter CPOHQ—a unique community tailored for senior HR leaders like Heads of HR, CHROs, and CPOs. This platform is more than just a networking tool—it’s a supportive, insightful space where we help each other navigate the complexities of our roles.

CPOHQ stands out because of its built on the pillars of sharing and learning. The forums and discussions are full of meaningful conversations…it’s HR for HR—where we uplift and empower one another. I’ve found immense value in regularly contributing, and I always leave feeling more energized and informed.

Elevate 2024: Simply WOW!

The Elevate 2024 Conference was nothing short of amazing. Knoetic went above and beyond by gathering input from its members to curate content that really hit the mark. The keynote speakers—Lisa Bodell and Amin Toufani—were absolutely captivating. Lisa’s reminder that “People weren’t hired for meetings and emails; they were hired to do work” resonated deeply with the audience. 

The sessions were engaging and insightful, with dual tracks that made it tough to choose which ones to attend! Knoetic ensured there was plenty of time to dive deep into discussions at every session and the breaks between sessions for further engagement and networking. Joseph and the Knoetic team crafted an experience like no other.

Key Takeaways

• AI as a Thought Partner: Jason Averbook emphasized AI as a "thought partner" to make HR processes more efficient. Melissa Enbar explained how AI can assist with tasks like writing performance reviews, giving leaders more time for impactful conversations with employees.

• Work + Rest = Success: Sarah Robb O’Hagan highlighted the importance of balancing work with rest, suggesting 50-minute meetings to create breaks for mental recovery, avoiding the exhaustion of back-to-back meetings (and don’t use that 10 minutes to catch up on emails and messages!).

• Worst Days Shared: Colleen McCreary, Mary Reaume, Jeff Diana, and Jevan Soo Lenox shared their toughest days in HR, reminding us that even industry leaders face challenges, and it's normal to struggle at times.

• Fractional CHRO/Advisory Practice: Joy Sybesma, Mai Ton, Anabel Paksoy, Shelly Morales, and David Landman provided insights on building a fractional CHRO or advisory practice, sharing their personal experiences and challenges (lessons learned).

• Getting Your First Board Seat: Lisa Tatum, Sheila Marcelo, and Coco Brown shared their expertise on securing a board seat. Best advice was to "translate your career into your story," ensuring you can clearly articulate your value to potential boards.

A Final Thought

Amin Toufani shared a quote during his inspiring keynote related to Exponential Business Model: “It is always impossible until it is done.- Nelson Mandela”. Knoetic has indeed done it—they’ve created a community with a spirit of openness and giving and the Elevate conference will be on my calendar for years to come!

If you’re looking for a community that is both inspiring and practical, I highly recommend exploring CPOHQ. This conference and community aren’t just about professional development—they are about personal and collective growth. #singHResources #Knoetic #CPOHQ