As business owners, we live and breathe numbers. We calculate ROI on everything—ads, tools, platforms, processes. We want to know: If I put something in, what am I getting back?
But in the race to measure returns, many owners overlook the one investment that drives everything else…
Your people.
Because if you’re not getting a solid Return on Human Investment (ROHI), the rest of your business will always feel harder than it should.
What Is Return on Human Investment?
ROHI is not a line item in your budget. It’s not a KPI in your CRM.
It’s the energy in your team huddle.
It’s the initiative someone takes without being asked.
It’s the pride your staff brings to the job—even when no one’s watching.
ROHI is the return you get when you invest in people—not just to get more out of them, but to bring more out of them.
And in today’s business world, that kind of leadership is rare—and powerful.
Why Most Businesses Miss This
Here’s the trap I see some leaders fall into:
They see their people as an expense to manage, not an asset to invest in.
They say things like,
- “What if I train them and they leave?”
- “I don’t have time for handholding.”
- “People just don’t want to work anymore.”
But let me flip that script:
- What if you don’t train them—and they stay?
- What’s the cost of poor engagement?
- What kind of culture are you building by default, instead of design?
ROHI isn’t about coddling. It’s about leading intentionally. Creating an environment where people can thrive—and want to.
Because when they do, so does your business.
What ROHI Looks Like in Practice
ROHI can be felt in a dozen small moments:
- When a tech or team member shows up early because they care
- When someone takes ownership of a customer issue without being told
- When your crew refers a friend to come work for you because they believe in what you’re doing
It doesn’t have to be expensive. It just has to be intentional.
Here are three high-impact ROHI moves you can make this week:
- Celebrate values, not just results.
When someone shows up with integrity, hustle, or creativity—call it out. Publicly.
- Make space for their voice.
Ask questions like, “What’s working? What’s not?” You don’t have to agree with everything—but being heard matters.
- Show gratitude that sticks.
A sincere thank-you. A hand-written note. A bonus tied to their growth. People remember how you made them feel.
Why This Matters More Than Ever
In today’s job market, people have options.
You can either compete on salary—or compete on culture.
One is a race to the bottom. The other is how you build something that lasts.
When your people feel seen, developed, and aligned with a shared vision, they stop working for you and start building with you.
That’s the real return.
Final Thought: The Team That Builds the Dream
Great leaders do not just grow profits.
They grow people.
And those people become the backbone of the business. They serve the customers. They represent your brand. They carry the mission.
Ask yourself: Are you investing in your most important asset?
Because when you take care of the team, the team takes care of everything else.
This week do not just measure revenue—measure return on human investment.
The growth you are looking for might just be waiting in the people you already have.
COACH MICHAEL DILL is an Award-Winning Certified Business Coach, global speaker, and published author. He is a proud ActionCOACH Franchise Partner as well as the President of Power & Ice Wealth Creation, a strategic leadership company that works with business owners, leaders, teams, and entrepreneurs to build systematized, structured organizations while accelerating mindset, efficiency, and effectiveness to achieve extraordinary results.
BusinessCoachMichaelDill.com