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Helen Waite is a principal of product marketing at Mindtickle and leads GTM messaging, research, and product evolution for Mindtickle's revenue enablement solutions. As a seasoned product marketer, Helen excels at positioning and messaging the value of Mindtickle as well as developing a deep understanding of enablement and revenue leaders to better serve their needs through technology. Helen has a rich product marketing background in healthcare and ecommerce SaaS startups as well as traditional marketing experience in government tech. When she's not evangelizing Mindtickle, she is likely spoiling her two rescue pups or trying her hand at the new fad sport (pickleball anyone?)

Helen Waite

AI can be especially useful in delivering reinforcement opportunities that are personalized to each individual—and scalable. Let’s examine a few practical applications.

How to Use AI to Reinforce and Practice Skills Before Money Is on the Line

Helen Jones is an experienced writer and marketing professional from the United Kingdom. Her work explores the relationship between technological advancements and our modern work culture, from juggling the hybrid work/life balance to navigating the changing HR tech landscape.

Helen Jones

Helen Colman is an experienced content writer who has a love for writing and is passionate about eLearning. As a content strategist at iSpring, she explores trends and innovations in online training and collaborates with industry experts to provide insightful content that yields impactful results. In the iSpring blog you’ll find numerous posts by Helen about employee training and development and hands-on guides on instructional design.

Helen Colman

We know why employees leave. Billions are spent each year on reports, whitepapers, and top-level strategies all to better understand phenomenon like the great resignation or quiet quitting. But the truth is this: we should be asking the opposite.What makes employees stay? And more than that, what makes some companies so attractive that employees stay with them for decades?What Makes Employees StayGone are the days when an employee would stay with one company for the best part of their career. Today, the average is just under three years for employees in the 25–34 age bracket.According to research by the Work Institute, 22 percent of resignations are due to a lack of opportunities for growth, promotion, achievement, or training. This trend is only growing with new opportunities to work remotely and higher employee turnover than ever before.What’s clear is that the next generation of employees want to know that the work they do has a meaningful impact. They want real opportunities for development. And they want to feel that they can grow in their role. So, what sets organizations with high employee retention apart?1. Never finding yourself stuckTop organizations understand that career stagnation is a surefire way to lose talented employees. They foster an environment where advancement is fully supported, and moving into different teams or departments is seen as an advantage, not a taboo.It’s not all about promotions, though. By investing in ongoing training and development programs, these companies ensure that employees are always on a path to enrichment. Ultimately, the outcome is a workforce that’s supported, motivated, and always evolving.2. Having an open dialogue about developmentWe now know that 33 percent of employees quit within the first 90 days. This critical point comes down to frustration and mismatches between the expectations of a given role—and the reality. But not every organization sees this 90-day spike. Organizations that start conversations early around job satisfaction, development, and feedback retain talent even in cases where there’s been a rocky first start.When companies talk early and often about performance and development opportunities, HR are in the loop on situational changes, goals, and aspirations, so they (and the employee) always know where they’re going next.3. Getting real recognition for your workWhen did you last get acknowledged for a job well done? Recognition is a powerful motivator. Employees who feel appreciated for their contributions are more likely to stay committed. When employees are recognized as individuals, not just as cogs in a machine, we see them take on new challenges, innovate, and invest their energy in the company’s success.But beyond this, recognition builds trust and allows employees to take on new responsibilities, empowering them to grow in their role rather than placing a limit on potential. Trust and recognition are a fundamental part of the company culture in organizations where employees stay the longest.Why Investing in Talent Pays Off in the Long TermInvesting in your employees is a long-term strategy to strengthen your organization. The cost of high turnover—recruitment, training, lost productivity—far outweighs the expense of developing the talent you already have.Companies that focus on employee growth benefit from the accumulated knowledge, experience, and loyalty of long-term employees, leading to a stronger organization. So, the next time you are asked how you can reduce employee churn, ask yourself the opposite. What can we all do to help employees stay?

What Would Make You Stay With a Company for 10 Years?

CVS Veterinary Practices and Services Group (CVS Group) is one of the largest veterinary service providers in the United Kingdom. With more than 410 locations, 1,000 veterinarians, and 1,500 nurses, CVS provides corporate veterinary services through four main lines of business: veterinary practices, diagnostic laboratories, pet crematoria, and e-commerce.CVS Group’s Director of Human Resources and Training, Helen Wiseman, knew that veterinarians have greater stress levels and are more likely to commit suicide than the general population in the United Kingdom. For some, working with sick and suffering animals can increase stress and lead to or worsen depression. Furthermore, an internal health and safety audit of staff identified stress risks that needed to be strategically managed.Wiseman knew that mindfulness—specifically mindfulness-based cognitive therapy (MBCT), an approach to psychotherapy—had been found by researchers to be effective in helping people deal with stressors and combat depression.CVS Group wanted to adapt MBCT (typically delivered in a clinical setting) for a workplace setting. CVS Group implemented a mindfulness training program, Workplace Mindfulness Training (WorkplaceMT), to improve employees’ mental health and create a supportive work environment, which would boost productivity and engagement.

CVS Group: Implementing Mindfulness Training to Reduce Employee Stress

Heather Snyder is a passionate learner who started her career as a computer geek on a helpdesk. Always driven by her appetite to find the best ways to absorb new information, she discovered a passion for training. After spending eight years as an informal trainer, she began her role as an e-learning designer in 2013 which led to her current role as the director of instructional design at Endurance Learning. Heather is the president of Helena Toastmasters club 487, an outdoor enthusiast, an aspiring writer, a bad joke teller, a computer tinkerer, and a mother of two amazing little girls.

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