How Investing in Employee Development is the Smartest Form of Recognition
Part 1 of 3 in a series on the value of professional development
In the United States, we recently celebrated “Teacher Appreciation Week” (TAW) in our public school systems. Each year, I see this up close and personal (I’m married to a Kindergarten teacher). I spent seven years as a high school teacher and currently adjunct at two colleges in their business departments. Teaching is important to me. Excellent teaching is a cornerstone of a productive, vibrant, safe society. This year, as I helped out with TAW recognition activities in our local school district, I reflected on my experiences as a People and Culture director at a prior workplace. It was there that I fully cultivated the principle of, “Power your people, power your business.”
Recognition Isn’t a Monolith
Historically, studies on this topic, although sometimes “dated,” tend to unanimously support the premise that today’s worker wants to be seen and recognized. In most of these studies and surveys, the desire to be recognized is greater than that of more compensation. In my experience, people love both—and businesses do not need to treat them as mutually exclusive.
Recognition comes in various forms. My late father spent almost forty years at the same company, 3M. Among the tangible items I have from his tenure at 3M is a gold ring with a black onyx face and an embedded diamond. He received that on his 25th anniversary there. I remember as a kid joking with him, “Did they give you the key to the executive washroom, too?” I’m still not sure how I knew what the executive washroom was at age eight.
An even more powerful avenue of recognition involves investing in employee professional development. Indeed, this is an often underutilized form of recognition that offers substantial, measurable benefits to companies, transforming it from an expense into a strategic investment. When businesses invest in professional development opportunities, the inevitable result is a more skilled workforce, greater efficiencies, higher revenues, and overall amplified success for the business. Even a casually business-savvy individual would refer to this as “positive ROI.”
While a bonus or a public “well done” certainly has its place, investing in an employee’s professional development sends a deeper, more resonant message of appreciation. It moves beyond acknowledging past achievements to actively investing in an individual’s future. That’s a form of recognition that truly resonates and builds lasting loyalty.
Beyond the “Thank You”: The Psychology of Growth as Appreciation
When a company dedicates resources to an employee’s growth, it’s a powerful psychological signal. It tells the employee, “We see your potential and believe in your future here.” This isn’t just a fleeting acknowledgment. Additionally, it’s a tangible demonstration that the organization values them beyond their current role and output. It’s a commitment, showcasing that the company is willing to invest in their long-term career journey. This act of fostering skills and expanding capabilities inherently empowers employees. It signals a deep level of trust in their ability to learn, adapt, and contribute at a higher, more strategic level. Furthermore, unlike a one-size-fits-all bonus, companies can tailor development opportunities to an individual’s specific aspirations and career goals. This personalized approach makes the recognition feel more meaningful. Personalization helps the employee feel seen and understood. It underscores that they are an individual with unique ambitions.
What “Power Your People” Encompasses
So, what does this investment look like in practical terms? “Professional development” is a broad term, and its power as a recognition tool lies in its versatility. It can range from formal training sessions and industry-recognized certifications that build specific expertise, to interactive workshops and thought-provoking seminars that broaden perspectives. Sending an employee to a key industry conference not only enhances their knowledge but also signals their value as a representative of the company. Internally, establishing mentorship and coaching programs provides invaluable guidance and demonstrates a commitment to nurturing talent from within.
Many companies also offer tuition assistance or reimbursement for further education, a clear investment in an employee’s long-term qualifications. Beyond formal learning, development also includes on-the-job growth through stretch assignments and job rotation programs, which allow employees to gain new skills and experiences in a practical setting. Finally, providing access to comprehensive online learning platforms empowers employees to take control of their growth at their own pace, backed by the company’s support. Each of these avenues, in its own way, tells an employee: “We want you to grow with us.”
Coming Next: Part 2: The Ripple Effect
In our next blog post, we’ll explain the ripple effect that your investment in your people can create. We’ll highlight seven key outcomes your business can realize. Here’s a hint: It has a lot to do with “Power your people, power your business.” Don’t want to wait to turn on the power? Check us out here to get started today.