Most organizations agree on one thing: Engaged employees do better work and feel better doing it. In fact, highly engaged employees are 14% more productive, more invested in what they do, and more likely to see how their work contributes to something bigger. 

What’s less clear is how to create that experience consistently. Knowing the theory behind engagement isn’t enough. Without practical tools and intentional strategies, even well-meaning efforts can fall flat—leaving many teams among the 79% of employees globally who are not engaged at work.

That’s why organizations explore a range of engagement initiatives, from recognition and rewards to wellness programs and team activities. One of the most effective (and often underutilized) approaches is training and development (T&D), also referred to as learning and development.

Explore the benefits of thoughtful T&D programs to help your employees stay motivated, build meaningful skills, and feel more connected to their work.

What is training and development?

Training and development refers to programs and experiences that help employees build new skills and grow in their careers. Whether that means soft skills or hard skills, T&D gives employees a chance to explore and develop their interests, and (you guessed it) feel more engaged in their roles.

Would you feel more excited to come to work knowing you have another eight hours stuck to the grindstone? Or more excited knowing that you have a unique opportunity to receive training to dive deeper into your area of expertise or explore more internal career paths? 

Based on data, we’re pretty confident the latter question wins: 

• 91% of L&D professionals agree that continuous learning is essential to career success.
• Offering learning opportunities is the top retention strategy. 
• Organizations most often measure the business impact of career development through employee engagement and retention.

What are the benefits of quality employee training and development opportunities?

While improved engagement might be your goal, it’s not the only outcome T&D offers. Well-designed T&D programs deliver a range of benefits across the workforce—many of which organizations don’t realize they’re missing.

Boost in productivity and profitability 

When organizations show a genuine investment in employees’ interests, development, and success, employees are better equipped—and more motivated—to pursue their growth goals. 

This drive shows up in output: Studies illustrate that organizations “enjoy a 17% increase in productivity and a 21% boost in profitability” when workforce members get targeted training. 

Improved employee retention

People are far less likely to leave a company where they feel supported in expanding their skills and advancing their careers in a safe, collaborative environment. 

So when development becomes a clear priority (not just an afterthought), this encourages people to actually want to stick around. Research shows 70% of team members would be willing to depart their current job to work for an employer known for investing in T&D. 

Better workplace relationships

Strong T&D programs are community-based. They offer opportunities to learn alongside your peers and build those vital relationships with each other. 

LinkedIn Talent Blog data notes: 

• 86% of L&D professionals find learning more engaging in shared environments.
• 91% say employees are more successful when they learn together.
• 92% believe learning fosters “a sense of belonging”.

Higher purpose

Learning opportunities allow individuals to pursue personal and professional fulfillment. Not only are they advancing the business’s interests each day, but their own as well. 

This links to purpose—a critical component that shapes people’s lives at work but also their willingness to stay (or leave). When people see personal value in their work, beyond titles and output, everything changes. 

Future-proofing for your business

Markets change, roles evolve, and workforce needs shift quickly. T&D helps organizations stay resilient by building skills internally and preparing employees to step into new responsibilities as needed. Rather than reacting to change, organizations with strong T&D programs are better positioned to adapt and grow.

Empowered employees

Opportunities to learn and grow build confidence in skills and day-to-day decision-making. That confidence leads to stronger performance, higher-quality work, and sustained engagement. Empowered employees don’t just contribute more—they raise the standard across the organization.

That impact grows even stronger when development efforts are reinforced through recognition and rewards. Acknowledging participation in training, skill-building milestones, or career growth signals that learning is valued. Platforms like Awardco help organizations reinforce development by recognizing progress and performance with meaningful, flexible rewards that employees can choose for themselves.

What are examples of training and development programs?

We don’t want you to assume you need extremely intricate training sessions. That can be daunting to even the most stalwart of engagement idealists. 

Our goal is to help you see that you can make continual learning and development an integral part of everyday work. Here are tried-and-true professional development ideas for your employees:

Abbott’s unique rotational development program

Abbott offers structured, two- to three-year paid rotational programs that allow recent graduates to explore different functions and career paths across the organization. Participants gain hands-on experience in multiple roles and locations, building skills while identifying where they can grow long term.

By investing in people’s development from the get-go, Abbott is in a unique position to nurture and retain the next generation of health tech innovators.

Buffer’s diverse learning experiences

Mid-market company Buffer offers a $240 annual learning and development stipend ($20 per month) that employees can use for a variety of purposes, including: 

• Online courses
• Leadership coaching
• News subscriptions
• Personal skill-building

Learning doesn’t have to be job-related—employees are encouraged to explore both professional and personal interests.

The company also supports continuous learning through unlimited Kindle and Audible books for employees (and one dependent), reinforcing reading as a core part of its self-improvement culture.

Southwest Gas’ safety-first culture & training

Mid-sized energy provider, Southwest Gas, shows that training and development don’t always look like classrooms or career tracks. Sometimes, they’re embedded directly into the work that matters most.

To reinforce a strong, company-wide safety culture, Southwest Gas integrated safety training into everyday workflows and paired it with recognition through Awardco. Employees are acknowledged for completing safety courses, participating in training, and modeling safe behaviors—across both field and office roles.

By making learning visible, relevant, and rewarding, Southwest Gas increased engagement in safety programs and strengthened a shared sense of ownership around safety. Training became part of how work gets done, not an obligation to check off.

Big Leap’s blended T&D approach

This SMB agency emphasizes career advancement through experience and continued learning, offering opportunities for mentorship within its internal structure. 

Team members are supported in expanding their skills through cross-department collaboration, guidance from senior leaders, and participation in industry events and training that keep pace with digital marketing trends. 

This blend of on-the-job learning, mentorship, and external development experiences underscores Big Leap’s commitment to helping employees grow their expertise and advance their careers. 

AT&T’s educational partnerships & internal learning resources

AT&T offers robust tuition reimbursement or discounts and specialized partnerships with universities, like Notre Dame’s College of Data Science.

In addition, the company offers a suite of internal learning resources. Employees can design their own curriculum and even explore popular paths built by their peers, fostering a culture of collaboration. 

Where employee training programs fail to improve engagement—and how to fix them

Not all T&D initiatives lead to higher engagement. When programs are poorly designed or disconnected from everyday work, they can feel like a box to check rather than a meaningful investment. The most common breakdowns tend to fall into a few clear patterns. Rest assured, each one has a practical solution.

1. Training with no follow-up

Training doesn’t drive engagement if it ends when the session does. When employees aren’t given opportunities to apply what they’ve learned—or don’t receive feedback, coaching, or reinforcement afterward—training quickly fades into the background.

Solution

Training should extend beyond the session itself. Regular manager check-ins, on-the-job application, and ongoing feedback help employees connect new skills to real outcomes. Even small moments of follow-through can turn learning into lasting impact.

2. Development paths without recognition

Employees are more likely to stay engaged when their growth efforts are seen and acknowledged. When development milestones go unnoticed, training can feel transactional rather than meaningful, especially for employees who are actively investing time and effort into building new skills.

Solution

Recognizing progress (not just completion) reinforces that growth matters. Acknowledging participation, skill development, or career milestones helps employees feel valued and motivates them to continue investing in their development. Recognition doesn’t need to be formal; it just needs to be timely and sincere. 

Learn how Awardco incentivizes growth.

3. One-size-fits-all learning initiatives

Generic training programs often miss the mark. Employees have different roles, goals, and learning preferences. Engagement suffers when development feels irrelevant or disconnected from individual career paths.

Solution

Offering flexible, personalized learning options makes training more effective. When employees can choose opportunities that align with their interests and goals (whether that’s self-paced learning, peer-based development, or role-specific training), they’re far more likely to see training as meaningful rather than mandatory.

4. Training that operates in isolation

Even well-designed training can fall short when it exists separately from other engagement efforts. If learning isn’t connected to performance conversations, recognition, or career planning, employees may struggle to see its long-term value.

Solution

Training is most effective when it’s part of a broader strategy. Integrating learning with recognition, development planning, and ongoing performance support helps employees understand that training isn’t a one-time event—it’s part of a sustained investment in their success.

Unlock engagement through learning

When employees feel supported in their growth, they’re more motivated, confident, and connected to their work. Platforms like Awardco’s Employee Training & Development make it easy to recognize progress and reinforce development, turning learning into lasting impact. Invest in your team’s growth, and watch your workforce and your business thrive.