Frequently Asked Questions

Outcomes rely on decision quality, and that starts with knowledge. 

According to McKinsey, companies that invest in employee development see a 24% higher profit margin than those that don’t. 

In the insurance space, well-trained adjusters reduce cycle times, prevent leakage, and improve customer retention.

Stat Source:

• McKinsey & Co. (2019): Why capability building matters
   
• LinkedIn Learning Report (2022): 94% of employees say they would stay at a company longer if it invested in their learning.

Response:
When training is tacked onto someone's main role, one will always be the priority, and typically that is production. This results in inconsistency, burnout, and missed knowledge. A Brandon Hall Group study found that companies with dedicated training systems see 53% greater productivity and 32% higher retention compared to those with informal or role-shared training. Your managers should be reinforcing skills, not reinventing the process every time someone new joins.

Stat Source:

• Brandon Hall Group (2021): State of Learning & Development
• LinkedIn Workplace Learning Report (2023)

Response:
For every dollar invested in training, companies see a return of $4 to $6 in productivity, quality, and retention. And in high-risk industries like insurance, effective training can reduce costly errors and liability exposure by up to 30%.

Stat Source:

• Association for Talent Development (ATD), ROI of Training
• IBM Smarter Workforce Study (2014)

 Response:
Ironically, low-frequency hiring makes training even more critical. Organizations with irregular onboarding cycles that use prebuilt systems reduce time-to-productivity by 50% and cut dependency on senior staff for ad hoc training.

Stat Source:

• Aberdeen Group (2020): Onboarding and Retention Strategies
• SHRM: Cost of Replacing an Employee Can Reach 50%-60% of Their Annual Salary