Most organizations have a retention problem—especially in the age of the Great Resignation. But it’s not a problem without a solution. Many studies have revealed that one of the best ways to halt the exodus is to offer better learning and development opportunities for employees. Many organizations, however, believe that developing robust training programs is too resource intensive. But think of it this way: About 65 percent of businesses spend $2,500 per employee per year on development. That’s a small sum for most, but when it’s spent strategically, it can have big impacts, particularly in developing leaders. Now consider that it costs between 50 percent and 200 percent of an employee’s salary to replace them. If five employees making $100,000 per year quit, you’ll spend half a million dollars to replace them. That $2,500 suddenly becomes easier to handle. However, this isn’t all about money. While financial resources are certainly necessary to develop training programs, the more important factors are time and prioritization. “I don’t actually care how much a company spends on leadership development. What I care about is how the program is designed,” Katy Tynan, a principal analyst at Forrester, who helped develop the report on what most companies spend on training said. “If you could do that for $1 per leader, you should. I don’t expect you can, but if you could, you should.”