Ignite growth and progress towards your organization’s goals

Employee turnover costs between 30% and 200% of an employee’s annual salary when you account for lost productivity, recruitment expenses, training investments, and team disruption. For many organizations, reducing turnover by just seven people pays for an entire development program.

The real driver? Nearly half of employees believe lack of training prevents them from performing their basic job duties, while high-potential employees are 3.7 times more likely to quit without regular growth opportunities. By investing in structured employee development solutions, you’re addressing the actual causes of departures–not just the symptoms. Organizations implementing systematic programs like Growth Journeys with validated assessments see dramatic reductions in turnover while building the resilient workforce needed to thrive during constant change.

The revolving door stops when you address what employees actually need to stay: growth, support, and purpose. Contrary to popular belief, burnout is a leading driver of turnover. Research shows burned-out employees are 2.6 to 3 times more likely to actively seek new jobs, and more than half of HR executives report that burnout is responsible for up to half of their annual workforce turnover.

The solution is building what we call the “roots” of retention: trust in leadership, consistent coaching from supervisors, and belief that the workplace supports career growth. When these foundations are strong, the “fruits” appear naturally–reduced turnover, higher engagement, and stronger performance. One hospitality partner using our leadership development and coaching approach reduced turnover from over 100% to below 40%. Development programs work because they transform reactive exit interviews into proactive retention strategies.

High-potential employees aren’t just valuable–they’re disproportionately valuable. The top 1% of employees account for 10% of a company’s output, while the top 5% generate 26%. These individuals are driven by mastery, challenge, and continuous learning. When they sense stagnation, they don’t wait around–they have the confidence and capability to find growth elsewhere.

The 3.7x statistic reveals a critical truth: for top performers, lack of development is a bigger threat than a slightly smaller paycheck. They need clear pathways for advancement, stretch assignments, and regular feedback that demonstrates you’re invested in their future.

Our high-potential retention strategies use validated assessments and Growth Journeys to identify these employees early and create personalized development plans that align their strengths with organizational needs. When high-potentials see a future worth building, they commit rather than explore.

Yes. While counterintuitive, burnout drives a significant portion of employee departures. Research shows burned-out employees are 2.6 to 3 times more likely to actively seek new jobs, and studies consistently find that more than half of HR executives cite burnout as responsible for up to half of their annual workforce turnover. The global cost of lost productivity from burnout and disengagement exceeds $300 billion annually.

The most damaging aspect is burnout’s contagious nature. When one team member burns out and leaves, it increases pressure on remaining staff, creating a cascade effect. Research reveals that workplace factors like trust in management, consistent supervisor coaching, and belief that the organization supports personal productivity significantly reduce burnout.

Training focuses on building specific skills for current job requirements–teaching someone how to use new software or follow safety protocols. It’s transactional and immediate. Development, however, is transformational and forward-looking. It prepares employees for future roles, builds leadership capabilities, and cultivates adaptability needed to navigate constant change.

Think of it through our “roots and fruits” metaphor: training fertilizes a plant for this season’s harvest, while development strengthens the root system so the organization can weather any storm and produce fruit year after year. A one-time training workshop might teach a manager how to conduct performance reviews; a development program builds their capacity to coach, inspire trust, and develop others.

The data proves the distinction matters: nearly half of employees report that lack of development prevents them from achieving their potential and completing core responsibilities. Our employee development solutions focus on building dynamic workforces capable of continuous growth.

Traditional training workshops fail because participants forget most of what they learn within weeks–organizational psychologists call this the “forgetting curve.” They’re isolated events disconnected from daily work, making it impossible for new behaviors to take root amid the “whirlwind” of competing priorities.

Development is an ongoing ecosystem. Our Growth Journeys combine assessments with coaching over 6–12 months, creating cycles of skill application, personalized feedback, and progressive challenges. This approach leverages behavioral neuroscience–using techniques like “if-then thinking”–to overcome the high failure rate of traditional behavior change efforts.

For example, if-then thinking helps managers prepare: “If a team member seems disengaged during our meeting, then I will pause and ask what support they need.” By pre-planning responses to likely situations, new behaviors become automatic rather than forgotten. The difference shows in results: employees engaged in development programs are 20 times more likely to meet or surpass performance objectives.

A Growth Journey is Corvirtus’s signature development program combining validated assessments with structured coaching over 6–12 months. Unlike generic workshops, Growth Journeys are tailored to your organization’s culture and competency framework, ensuring every participant develops capabilities that directly support your strategic goals.

Employees start with assessments like the Personal Insight and Development Report (PIDR) to build self-awareness about strengths and growth opportunities. Through small-group sessions, they receive personalized feedback, engage in deliberate practice, and tackle progressively challenging assignments. Each participant receives a Growth Map–a behavioral neuroscience-backed roadmap using “if-then thinking” to ensure new behaviors stick.

The “journey” metaphor is intentional. Development isn’t a destination reached in a single training session; it’s continuous movement toward mastery. Organizations implementing Growth Journeys report dramatic improvements in leadership effectiveness, team retention, and operational results. Discover how transforming teams through science-driven strategies creates sustainable competitive advantage.

Validated assessments replace guesswork with objective data, ensuring development efforts target the right capabilities. Tools like our Personal Insight and Development Report (PIDR) and Corporate Entrepreneur Profile (CEP) are grounded in Industrial-Organizational Psychology and scientifically proven to predict performance. This evidence-based foundation means you’re making data-driven decisions about where investment yields the highest returns.

Assessments serve three critical functions: they establish baselines (identifying current strengths and vulnerabilities), foster self-awareness (a primary predictor of leadership success), and inform strategy (aligning individual capabilities with business needs). When employees see objective data about their profiles, it creates urgency to act–they can’t dismiss feedback as subjective opinion.

The multiplication effect is powerful: leaders selected or promoted using our assessments are 28 times more likely to engage stakeholders effectively and 10 times more likely to maintain positive attitudes despite obstacles. Learn about our validated assessment approach.

The ROI is both immediate and compounding. Reducing turnover by just seven people typically pays for an entire development program, given that each departure costs 30–200% of an employee’s annual salary. But returns extend far beyond turnover savings: engaged teams are more than 25% more productive, while high-performing leaders generate double the revenue of average performers.

Consider the multiplication effect: developing a single manager positively impacts their entire team of 8–15 employees, creating a spiral of improved retention, productivity, and trust. In restaurants, evidence-based leadership development reduces food waste by over 10%. In healthcare, systematic coaching programs can save approximately $50,000 per nurse retained.

This dramatic multiplier effect happens because assessment-identified leaders possess specific strengths in relationship building, perspective-taking, and resilience. They don’t just manage teams–they build bridges with customers, vendors, community partners, and industry collaborators. These leaders ask questions, actively listen to stakeholder concerns, and proactively address issues before they escalate.

The 28x advantage reflects several factors: these leaders are 10 times more likely to maintain positive attitudes despite obstacles, influencing everyone they touch. They align organizational goals with stakeholder expectations, fostering trust and long-term collaboration. Their emotional intelligence allows them to navigate complex relationships while protecting the organization’s reputation.

The impact extends beyond internal performance. Strong stakeholder engagement supports customer loyalty, community goodwill, and the partnerships needed for strategic initiatives like entering new markets or navigating regulatory changes. When you develop one leader’s capacity to build crucial relationships, returns ripple across your entire ecosystem. Learn about our leadership development approach.