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Employee development and knowledge management are drawing more and more attention as drivers of competitive advantage. Learning Management System (LMS) providers, like us here at Eagle Point, argue that a structured approach to knowledge is transformational. It starts with dozens of small-seeming wins and efficiencies, all of which roll up into impressive performance gains at the organizational level.
If that’s true—and, to be clear, we’re confident it is—then not only should you be able to see quantifiable benefits for knowledge platforms in the bottom line, but you should also see them in the factors that contribute to those high-level metrics. A comprehensive knowledge platform like Pinnacle Series delivers its productivity benefits at the level of the processes you touch every day—so let’s take a look at some of those processes, as well as the big picture, and how they can change with help from a fully featured LMS.
At its most straightforward, increased productivity delivers increased profit. If Learning and Development (L&D) initiatives deliver value, then it should show up in the bottom line—and according to Gallup, it does. Their findings indicate that organizations making strategic investments in employee development experience 11% greater profitability. At a broader level, a report by the World Economic Forum and PwC estimated that a concentrated investment in worker upskilling could add $6.5 trillion to the global economy by 2030.
In addition to L&D, Pinnacle Series is also a knowledge management system: a tool for capturing and sharing institutional knowledge, as well as training content. And knowledge management systems confer similar benefits for their organizations. In an IDC survey, 31% of respondents said that their knowledge management system delivered increased profits, and 35% said that it boosted productivity. By contrast, almost zero respondents (less than 1%) said there was no benefit to their knowledge management system.
When architecture firm Davis Partnership piloted Pinnacle Series, they utilized detailed data from the pilot program to run the numbers themselves for their own organization. They found that by saving employees 3 minutes a day with easily accessible knowledge, they could save $350,000 annually.
The big-picture benefits of platforms like Pinnacle Series are clear. But boosting topline productivity isn’t just a switch flip. It’s the outcome of dozens of smaller factors that, together, contribute to the well-being and performance of the organization. For that reason, these contributing factors make good indicators for broad outcomes like productivity and profitability. That’s how platforms like Pinnacle Series drive results—by enhancing the underlying elements that ultimately lead to organizational success.
At this point, organizations exist at a range of maturity levels in their L&D strategies. Some have been investing in broad, cohesive learning and knowledge philosophies for years, while others are just starting out. The variation gives us valuable insight into the advantages that come with an L&D strategy.
LinkedIn’s Workplace Learning Report for 2025 broke these maturity levels into groups and called the top investors in L&D “career development champions.” Only 36% of the organizations LinkedIn surveyed fell into this category, but they outperformed their competitors in multiple key ways:
Retention is especially key, as turnover is a serious hit to both your organization’s finances and its productivity. But training is a sought-after benefit within today’s generation of workers, and when development opportunities exist, workers stay. Amazon and Gallup’s American Upskilling Study found that 61% of workers deemed upskilling opportunities “extremely” or “very” important to keeping them at a job.
Skilled, capable talent obviously adds value to your organization. Retaining talented workers means there’s no need to put time and energy into hiring and retraining a replacement, and it keeps priceless institutional knowledge in-house. That way, your teams stay focused on the work they’re there to do, instead of losing time and the benefits of familiarity with repeated transitions.
When your workforce is more capable, work happens faster and more easily. Workers can adapt more quickly to changing circumstances, complete work more confidently, and don’t have to go back and make corrections nearly as often as they would otherwise.
Applied learning is an especially relevant feature and a chief design principle of Pinnacle Series. This style of training arrives in the moment, at the precise point of need, and is immediately useful—an in-app tooltip, for example, or information embedded directly into a technical workflow.
With focused content and real-time integration, workers have important reference materials at hand while they’re working. This helps them stay on task, but more than that, it ensures the high quality of their work. And with fewer mistakes made, the team spends less time on correcting them, which can have a significant impact on overall performance. One long-term study of an Australian construction firm found that rework decreased the company’s annual profits by 28%.
In addition, soft skills are an often-overlooked training need that can make an enormous difference. One MIT study found that even in the pragmatic, results-oriented realm of garment factories, a 12-month soft skills training program returned roughly 250% on investment within eight months of wrapping up. Researchers found that the bulk of that tremendous return came from boosts in individual worker productivity.
This self-sufficiency, capability, and confidence make a noticeable difference in day-to-day operations, which is what ultimately translates into the dramatic numbers above. For example, by incorporating Pinnacle Series into their technical support process, engineering firm Mazzetti was able to keep employees up to date on the latest industry software while reducing follow-up support calls by 90%. With fewer support needs, engineers can keep productivity high, while technology teams have the space to pursue strategic improvements.
When employees are motivated to do good work and invest in the results, their organization thrives. And it’s not just positive feelings—employee engagement has financial consequences, as Gallup’s 2025 State of the Global Workplace report reveals. In 2024, the study shows, worker engagement fell for just the second time in a dozen years. The cost to the global economy from that drop was $438 billion in productivity.
The decline came almost exclusively as a result of manager disengagement. Disengaged managers lead to disengaged teams, making manager engagement a critical indicator—and an exceptional opportunity. Keep managers engaged, and the workforce as a whole stays engaged. Keep the workforce engaged, and the organization benefits.
So, what’s the key to keeping managers engaged? Believe it or not, it’s as simple as training. Essential management training cuts manager disengagement by 50%. And that engagement boost trickles down to teams, with trained managers seeing team engagement increase by as much as 18%. With ongoing development efforts, manager thriving increases even more, creating a powerful positive cascade.
The latest posts on our blog, updated regularly with product tips, news, and industry advice on employee retention, reducing the skills gap, and more.
