Solutions
What is this actually costing you?
A quick calculator that puts a number on a people problem you're probably already thinking about, whether people are leaving, roles are hard to fill, or you've built something good that nobody outside can see.
Why this matters
Development happens. Someone gets better at handling a hard shift, earns more trust, takes on more responsibility. That's real, and it's not free. But without something to show for it outside the room where it happened, it stays exactly that, an internal impression, not something anyone else can check.
Most businesses have the learning. What's usually missing is a credential, something checked against a standard, that a person can actually hold and use: a reason to stay, a reason someone applies, or proof of what you've built.
It's also getting more important to close that gap, not less. As routine, repeatable work gets faster and more automated, what's left leans harder on judgement, on people making the calls that don't have a script. That's exactly the kind of capability that's hardest to prove, unless it's turned into a credential someone can actually check.
What this is
Not a new program to build, and not a completion certificate that only means something inside your building. It's what you're already running, checked against a recognised standard and turned into a credential that is visible internally and holds up when someone outside checks it.
Step 1 — which of these sounds most like where you are right now?
Step 2 — a few numbers to work from
What does it cost when someone leaves, and how much of what you've already spent on them walks out the door too? You can enter figures for all staff, or focus on a particular group, such as managers and supervisors.
A few numbers about your team
Rough is fine. You can always come back and adjust.
Think recruitment, onboarding, and the slower patch while the new person finds their feet.
This is the part that's easy to forget — it's already spent, and it leaves when they do.
This is a guess to sanity-check, not a promise. Start conservative.
What this means for you
Based on the figures you entered.
What turnover is costing you each year, right now
$0
What you might save if fewer people left
$0
How we worked this out
Number who leave each year = headcount × turnover rate. Yearly cost = (people who leave × cost to replace) + (people who leave × development spend lost). The saving line applies your "less turnover" guess to that same group.
Step 2 — a few numbers to work from
What it costs while a role sits open, and what you spend trying to fill it.
Don't carry these figures day to day? Forward this to whoever owns hiring or talent acquisition, it takes them a few minutes to fill in properly.
A few numbers about your hiring
Rough is fine. You can always come back and adjust.
Overtime, temp cover, or just things not getting done.
A guess to sanity-check, not a promise. Start conservative.
What this means for you
Based on the figures you entered.
What hiring gaps are costing you each year, right now
$0
What you might save by filling roles faster
$0
How we worked this out
Yearly cost = (roles × days open × cost per day) + (roles × cost to fill each one). The saving line applies your "faster fill" guess to the days-open figure.
Step 2 — a few numbers to work from
The value of development work you're already doing usually proves itself inside your business and nowhere else. It needs something that holds up when someone outside checks it, a candidate, a future employer, your own leadership team.
Don't have these numbers to hand? Forward this to whoever runs your L&D or capability programs, they'll know them off the top of their head.
A few numbers about your program
Rough is fine. You can always come back and adjust.
This is the investment that's currently invisible outside your business.
A modest guess, not a benchmark. Start conservative.
What this means for you
Based on the figures you entered.
What you're already spending, with nothing external to show for it
$0
What you might save if that showed up in stronger referrals
$0
How we worked this out
Invisible spend = graduates × development cost per person. Referral saving = (total hires × referral lift) × saving per referral hire. This one is the softest of the three numbers here — treat it as a talking point, not a hard figure.
See a number that's worth a closer look?
We're not going to pretend one calculator settles anything. But that's a real number, not a guess, and once it's in front of you, it's worth a short conversation, to talk through what you've already built and see how it lines up against a recognised standard. We can then build the one-page case with you, using your own figures.
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