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You won’t buy a piece of equipment until you know it will add value to your business. You don’t engage consultants or outside supports without considering how they make a measurable impact. Quite simply, effective leaders don’t spend money until they see a high likelihood of a genuine return on investment (ROI). Okay. What about training initiatives?

Question:

Do you bring ROI thinking to employee development? What would be different in your business if HR initiatives and “measurable strategic value” were part of the same conversation? What will your HR people say when you ask for long-term verifiable results of their proposed initiatives?

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