EBITDA Begins with Knowledge – The Role of Learning in Procurement Transformation

EBITDA Begins with Knowledge – The Role of Learning in Procurement Transformation | Big Fish Sp. z o.o.
10.07.2025

EBITDA Begins with Knowledge – The Role of Learning in Procurement Transformation

In a rapidly changing business environment, continuous learning is key to maintaining competitiveness. The scope of required skills is evolving quickly—according to LinkedIn data, since 2015 the skill sets needed in the job market have changed by 25%, and by 2027 this shift is expected to reach 50%.

The Learning Organization as a Competitive Advantage

This means that companies must continually develop the competencies of their teams to keep pace with the changes. Organizations that foster a learning culture—where employees are provided with the conditions for continuous development—benefit on multiple levels: from improved financial performance to increased innovation and employee engagement. Below is a summary of the most important data and findings from recent years that confirm the benefits of investing in skills development—particularly within procurement teams.

Better Financial Results and Value Creation

Investments in employee skill development translate directly into improved financial outcomes:

  • Higher Revenue and Profit Margins: companies with comprehensive training programs generate over 218% higher revenue per employee and approximately 24% higher profit margins compared to those without formal development initiatives. Furthermore, global Gallup studies show that companies that train and engage employees are, on average, 17% more productive and 21% more profitable than their peers. A well-trained, competent team works more efficiently, which contributes directly to improved EBITDA and overall company value.
  • Impact on Procurement Function: the latest McKinsey benchmarking (2024) revealed a clear link between the maturity of procurement team capabilities and business profitability. Companies with top-tier procurement functions achieve EBITDA margins at least 5 percentage points higher than those lagging behind. This is a result of better use of tools, data, processes, and team skills.

For example, an international petrochemical company undergoing procurement transformation invested in advanced analytics tools and trained over 100 employees. This initiative led to the identification of approximately $100 million in annual savings. Within a year, the company reduced costs by $120 million (an average of 12% annually), exceeding its savings targets and moving from the second to the first quartile in procurement performance rankings. This is tangible evidence that developing procurement team competencies drives real value improvement.

Higher Retention and Employee Engagement

Providing employees with professional development opportunities has a direct impact on their loyalty and motivation:

  • Retaining Top Talent: organizations with a strong learning culture report employee engagement and retention rates that are 30–50% higher, according to Deloitte. In other words, investing in people makes them more likely to stay. Notably, over 90% of employees state they would not leave a company that offers opportunities for development and upskilling. This is reinforced by a recent 2024 PwC study, which found that for half of all employees, the ability to learn new skills is a key factor in deciding whether to stay with their current employer. It’s no surprise, then, that in LinkedIn’s 2023 Workplace Learning Report, 93% of organizations identified learning and development as the most effective strategy for improving employee retention.
  • Greater Engagement and Job Satisfaction: employees with development opportunities feel more connected to the company. A striking 92% of workers believe that training positively impacts their engagement. Additionally, employees who regularly learn at work report 47% less stress and are 39% more likely to feel productive and professionally fulfilled. This positive environment drives team performance and reduces burnout risk. As a result, companies that invest in talent development build a stronger organizational culture. According to a SHRM report, over 84% of employers agree that cultivating a learning culture enhances employee engagement and improves workplace culture.

Greater Innovation and Adaptability

Ongoing skills development also fuels innovation and organizational adaptability:

  • Faster Implementation of New Ideas and Technologies: learning organizations adopt new solutions more quickly. According to Deloitte, well-developed learning cultures are 92% more likely to innovate, and such organizations are 46% more likely to be first-to-market with new products or services. This means that continuous learning drives creativity and enables companies to stay ahead of the competition.
  • Greater Flexibility and Resilience: a culture of continuous learning makes companies more adaptable and resilient to change. Employees are more open to experimentation, learn from mistakes, and share knowledge—creating an environment where innovation becomes the norm. Business leaders increasingly recognize that learning organizations are more open to change and less prone to stagnation, making it easier to adapt to new market realities. In practice, this means faster process improvements, more agile operations, and a constant pursuit of competitive advantages.

The Role of Leaders in Supporting Development

Leaders play a critical role in building and sustaining a learning organization. Their approach determines whether employee development becomes a strategic priority:

  • Setting Direction and Leading by Example: effective leaders actively promote a learning mindset—sharing knowledge, recognizing employee initiative, and encouraging learning from mistakes rather than punishing them. These visionary leaders understand that missteps can be valuable learning experiences. As a result, organizations where managers support continuous improvement enjoy greater success and naturally see improved retention, engagement, and a culture that fosters innovation.
  • Strategic Support from Senior Leadership: skills development must be integrated with business goals, requiring strong executive involvement. More organizations are recognizing this: C-level executives now have more influence than ever over L&D program direction, and talent development teams are aligning training more closely with corporate strategy. Leaders who treat people development as an investment in the organization's future allocate the necessary resources (budget, time) and prioritize development initiatives. This, in turn, embeds the learning culture deeply within the organization—employees see that learning is valued, which strengthens their motivation to grow.

Conclusion

Implementing a learning organization and developing team competencies—including procurement teams—delivers tangible business benefits: from improved financial performance (EBITDA, margins), to better retention and engagement, to increased innovation and business agility. Importantly, achieving these outcomes requires active leadership support—leaders set the direction, create the conditions for learning, and inspire a culture of continuous improvement that becomes a source of lasting competitive advantage.

Sources: research and reports from international consulting firms (including Deloitte, McKinsey), procurement competency frameworks by Big Fish Polska, and industry organizations (LinkedIn, PwC, SHRM) as cited above. All numerical data referenced originate from these authoritative sources.