It’s a phrase that’s been echoed by countless business leaders, especially in fast-paced industries: “We just don’t have time for training.” But if you're experiencing high turnover, constantly scrambling to replace employees, and struggling to build a strong team culture, it's worth asking a critical question:
If you don’t have time for training, how do you have time for turnover?
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The truth is, failing to invest in training and development is far more costly—in time, money, morale, and productivity—than carving out the space to properly equip your team for success. Training and employee development should be viewed as a strategic investment, not a burdensome cost.
Let's explore why training is essential for any organization that wants to reduce turnover, improve culture, boost performance, and develop future leaders. Whether you're thinking about crew level workers in landscaping or salaried positions, the principles remain the same: people are your most valuable asset, and investing in their growth yields compounding returns.
The Real Cost of Turnover
Let’s start by understanding the impact of turnover. According to the Society for Human Resource Management (SHRM), the average cost to replace an employee is roughly six to nine months of that employee’s salary. This includes recruiting, onboarding, lost productivity, and the potential for reduced morale among the remaining team members.
For entry-level roles, the cost might seem less dramatic, but the ripple effects—interrupted service, overburdened teammates, and lower customer satisfaction—add up quickly. And in roles that require specialized knowledge, certifications, or licenses, the cost of turnover is even higher.
What’s more, turnover isn’t just a financial cost—it’s a time cost. You spend days (or weeks) posting job ads, sifting through resumes, interviewing, hiring, and onboarding new employees... over and over again. It’s a hamster wheel that many businesses never step off.
So, ask yourself again: Do you really not have time for training? Or are you just spending all your time dealing with the fallout of not training?
Training Reduces Turnover
One of the most powerful benefits of a robust training and development program is reduced employee turnover. When employees feel supported, when they know what’s expected of them, and when they believe they can grow within your company, they are much more likely to stay.
A Gallup study found that 59% of millennials—now the largest segment of the workforce—say opportunities to learn and grow are extremely important when deciding whether to take a job. And it’s not just about onboarding; ongoing development opportunities keep people engaged and loyal.
On the flip side, lack of training is one of the top reasons employees leave. If workers feel thrown into the fire without the tools to succeed, they’ll burn out quickly—and they’ll look elsewhere for an employer that values them.
Training Improves Culture
Training and employee development also play a huge role in shaping and maintaining your company culture. When you prioritize growth, learning, and internal development, you send a powerful message to your team: We care about you, and we’re invested in your success.
This creates a culture of trust, accountability, and mutual respect. Team members are more likely to collaborate, share knowledge, and go the extra mile when they feel their contributions matter and their potential is being nurtured.
A strong training culture also helps reinforce your core values and mission. Whether you're training on safety procedures, customer service standards, or leadership skills, you're reinforcing the behaviors and mindsets that define your brand. And when everyone is rowing in the same direction, culture strengthens naturally.
Training Boosts Performance
Training isn’t just about retention and culture—it also delivers tangible improvements in job performance. When employees know how to do their jobs correctly, efficiently, and safely, they are more productive, make fewer mistakes, and require less oversight.
This applies across the board. In the Green Industry, for example—landscaping, lawn care, irrigation, horticulture, arboriculture—employees who receive hands-on technical training are faster, safer, and better able to handle complex tasks. In the office, well-trained managers can make better decisions, resolve conflicts more effectively, and lead teams with confidence.
And let’s not forget that training also improves customer satisfaction. Your employees are the face of your brand. If they’re well-trained, they’ll represent you with professionalism, consistency, and care—leading to happier customers, better reviews, and more repeat business.
Training Develops Future Leaders
One of the best arguments for investing in employee development is the opportunity to build your future leadership pipeline from within. Promoting from within saves time, reduces hiring costs, and ensures that your leaders already understand your business, your culture, and your customers.
But future leaders don’t just emerge on their own—they need to be developed. That means identifying high-potential employees and giving them the tools, mentorship, and stretch opportunities to grow into larger roles.
When your team sees a clear path for advancement, they’re more likely to stay, work harder, and buy into your long-term vision. You’ll also create a sense of upward mobility that attracts better candidates and makes your company a destination for top talent.
Training is an Investment, Not a Cost
If you’ve been viewing training as a drain on your budget, it’s time to flip the script. Training is an investment. Like any smart investment, it pays dividends over time—through reduced turnover, improved performance, stronger leaders, and a more resilient business.
Yes, training takes time. Yes, it requires planning and sometimes upfront costs. But the return on that investment is far greater than the price of inaction.
Consider this: if you spend 10 hours training an employee today, and that training helps them stay with your company for two more years—producing at a higher level the whole time—you’ve already seen a return. And if they go on to become a crew leader, a department head, or a mentor to new hires? The return multiplies.
You don’t need to launch a full-scale training academy overnight. Start small: create simple training checklists, develop peer mentoring programs, or block out one afternoon per month for skill-building. Over time, build a library of training materials, invest in leadership development, and make growth a core part of your business model.
Final Thoughts
There’s a saying that goes: “What if we train them and they leave?” To which the wise reply is: “What if we don’t train them and they stay?”
If your business is struggling with turnover, underperformance, or a stagnant culture, the answer may not be in working harder—but in training smarter.
Don’t let “we don’t have time” become the excuse that holds your business back. Make time. Prioritize people. Build systems that empower employees to succeed. Because when you invest in your team, your team will invest in you.
Training isn’t just a task on your to-do list—it’s a cornerstone of long-term success.
BR1 can help your company recruit and retain the right people. Contact us today to get started. Until next time, keep building strong teams!
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