Workplace learning is a retention strategy. Organizations that treat education as an investment in talent instead of a perk have an opportunity to build workforces that stick around, grow, and perform.

For employees, workplace learning opportunities are an indication that employers value their professional growth. When employees understand how these opportunities contribute to their advancement within the organization, they can be encouraged to stay and grow with their employer.

For employers, the benefits of workplace learning go beyond retention by helping to develop skills critical to their organization. Cultivating internal talent development can be a struggle. New LinkedIn data reveals that 86% of companies struggle with talent velocity, or an organization’s capacity to identify existing skills within a workforce, develop/source new ones, and deploy people quickly enough to stay ahead of shifting market demands. 2026 LinkedIn data also shows that 72% of talent velocity leaders, companies with effective career development strategies, say internal mobility is more important than ever. With flexible, career-aligned education, employers can grow leaders within their existing teams and build long-term impact.

We teamed up with Workforce Edge to explore how learning functions as a retention strategy and how organizations can harness education at a strategic level for talent mobility and growth.

Help employees see what’s possible

Encouraging employees to stay starts with making sure they feel valued and can envision their future with the organization. By promoting career advancement through education, employers can signal to employees that they’re committed to their growth within the organization.

Surveys across industries suggest that employees are increasingly seeking advancement at work and they expect employers to invest in their development. Organizations that fail to meet that expectation are at risk of losing top talent to competitors that are making the investment.

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