It’s estimated that finding and training an employee to replace one who has left can cost up to twice the original employee’s salary. Clearly, it makes sense to do everything you can to keep good employees engaged and retained. The best way to do this is by investing in their personal and professional development. In fact, according to LinkedIn’s 2018 Workplace Learning Report, 94 percent of employees said they would be more likely to stay in a role longer if their employer clearly committed to investing in their career; however, the same employees said they didn’t have the free time to learn new skills or engage in additional training to bolster the skills they have. This means it’s the responsibility of the employer to make learning a priority. To further drive that point home, according to the same survey, 56 percent of employees said they were willing to take a training course that was recommended by their manager. So how can managers facilitate a culture of learning? One way is to set actionable learning goals. This could mean an online certification or classes at a local university, but working with them to set forth a meaningful path to professional development is key.