Investing in people is investing in impact

In an alarming new report, umbrella body AdviceUK warns of a “workforce crisis” across advice charities. Almost nine in ten members report major recruitment and retention difficulties, while demand for free, independent advice has soared — with 2024–2025 demand some 40% higher than before the pandemic. Staff shortages and high turnover now threaten to undermine vital services that sit on the frontline of the cost-of-living crisis.​

This picture is echoed across the wider sector. Charity retailers face chronic vacancies, high turnover, and shrinking applicant pools. Age UK’s retail division reports annual staff turnover rates near 30%, and Oxfam GB recently recorded that almost one in three advertised retail roles failed to recruit successfully. In short, when charities can’t recruit or retain staff, they can’t deliver.​

The human cost of constant churn

Every charity leader knows that staff aren’t just ‘resources’. They’re the face, heart, and voice of the organisation. High turnover has real consequences: service users lose trusted contacts, work quality dips, and costs rise as recruitment campaigns and onboarding cycles repeat endlessly. For small and mid-sized charities already stretched thin, it’s an unsustainable loop.

But the hardest blow may be to morale. Many in the sector stay in their roles because of purpose and values, despite pay restraints and resource pressures. When those same staff feel under-supported or see little opportunity to grow, commitment can fracture. A sense of “doing the job” without development steadily erodes motivation.

Why learning and development matter more than ever

This is where investment in staff training and learning makes a measurable difference. For organisations operating on tight budgets, professional development can sound like a “nice-to-have.” Yet time and again, evidence shows it’s central to retention.

Creating clear, supported pathways for people to expand their skills, take ownership, and feel they’re learning — not just firefighting — makes the work more fulfilling and sustainable. Structured development signals trust and value. It helps staff see a future with their employer, not just a short-term role. And crucially, it builds the competence needed to meet ever-growing service demands.

The size of the investment doesn’t have to be vast. Even modest sums — used strategically — can multiply impact if they’re aligned to organisational priorities and staff aspirations. For example, offering access to sector-focused training on leadership, well-being, or digital transformation can both strengthen delivery and bolster staff confidence.

A coordinated approach changes everything

Ad hoc training is better than none, but the charities seeing real gains are those building learning and development into their culture. When training is understood not as an occasional luxury but as a core part of “how we work,” staff engagement and retention rise sharply.

Coordinated programmes also support recruitment. Jobseekers are increasingly drawn to employers who offer structured, supported professional growth. For charities competing against better-funded sectors, this can be a genuine differentiator.

Imagine being able to tell candidates: “We don’t just want you to do great work — we’ll help you get even better at it.” That message alone can transform recruitment outcomes.

Two ways to start now

At DSC we’ve recently launched two really simple but effective ways for charities to take action quickly and affordably.

Reset and Rise Conference: This online event brings together leaders, managers, and frontline staff to rethink leadership, purpose, and performance in a changing world. It’s a practical, energising way for teams to reconnect with their mission, share ideas, and build resilience. For busy organisations, it offers a ready-made developmental boost without long-term planning or large costs. Find out more and book places here.

All Access Support Programme: For a fraction of what most charities spend recruiting a single new staff member, DSC’s All Access Support programme gives every member of your team — staff, volunteers, and trustees — full access to DSC’s digital courses, workshops, and resources for an entire year. It’s an all-in-one solution for embedding organisation-wide learning and development, building skills step by step, and demonstrating a sector-leading commitment to staff support.​ Find out more here.

Investing in people is investing in impact

It’s easy to view training as expendable when budgets tighten. But the opposite is true: neglecting development costs charities far more in lost capacity, lower morale, and endless recruitment cycles. The AdviceUK survey is a warning, but it’s not an inevitability. Charities that put structured learning and development at the heart of their people strategy aren’t just weathering the storm — they’re rebuilding stronger foundations for the future.

So, if your organisation is feeling the pressure, start with your people. Show them they’re worth investing in. The returns — loyalty, capability, effectiveness, and renewed pride — might be the most vital resource your charity needs right now.

For those ready to take that first step, joining DSC’s Reset and Rise conference or implementing All Access Support isn’t just an investment in training — it’s an investment in the resilience and brilliance of the people who make everything else possible.