Training Dollars for 2026
(This came to me from a VP of HR in a larger organization - Steve)
With uncertainty in the economy, what are others doing regarding training and development spending in 2026?
- Are you paring back?
- Are you still making investments in others?
- What options are you considering? (conferences, webinars, online classes, individual development plans, etc.)
- Are you limiting who received L&D by level, role, etc.?
I'm looking to hear from my peers so I can have some benchmark approaches to share with our leadership team. I don't feel we should stop L&D efforts, but it's hard to convince others at this time. I'd really appreciate hearing how others are tackling this topic. It would be a great benefit to share your experience and voice.
Thanks in advance for anything you can share!
1 reply
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Feel free to share.
I will say this is difficult to share any ideas given it will highly depend on what the overall leadership and the teams you are directing these toward have a need for.That being said if there are budget constraints, having teams attend local events (i.e. local chamber or similar group lunch and learns) can be a supplemental opportunity but it is not the same as what you may need to be focused on taylored for your actual organization. There is a shrink of who may be able to get development but not a total withdrawal.
While most businesses are tightening their belts regardless of the challenges and inconsistency of the current market environment I am seeing both equally, businesses still maintaining their training because if they don't have still need to support, develop and keep the people they have, and those that aren't pairing down but putting a hold on what they may be doing to wait-and-see what may happen next.
Of course if you have any needs to support your organization feel free to reach out and connect
https://tinyurl.com/FOCUS-VConnect
FOCUSConsultingPllc@gmail.com
We can connect initially talk shop and if you decide you have a need we see if it makes sense work together