Optimising your educational policies and procedures is essential for attracting, retaining and leveling up employees. Employers can use educational support such as tuition funding to reach strategic goals for recruitment, retention, and workforce development. Now is the time for leadership to align their programs to the needs of today’s workforce and to their own strategic talent goals.
In recent years, job seekers have gained the upper hand by actively looking for new positions which offer competitive salaries, bonuses, professional advancements and work/life balance.
Therefore, one of the most valuable benefits, available to front-line workers is free or heavily subsidised education and training. These programs give employees the opportunity to build their skills so they can get ahead and improve their career progression possibilities. It also provides the chance to help employers recruit and retain much-needed talent.
Offering educational support advances a broad range of business goals, including recruitment, retention, leadership development, and increased diversity. By using a little planning and reimagination businesses can design flexible education benefits that create career pathways for existing employees, help employers meet their long-term goals, and improve outcomes for workers.
Actively promoting educational benefits to employees via job postings, office space and the company website allows frequent conversations about new learning opportunities. It also sets the expectation that education benefits exist to be used and spread the said message throughout the organisation.
Paid tuition or training programs require employers to pay for classes up front, this approach increases access to educational programs by removing economic barriers and helps reduce student debt.
More education can lead to a more desirable career path and a higher salary. Employers can help colleagues by providing a clear map of the rewards, for example, if your staff member acquires a specific certificate or degree, they’ll be eligible for this promotion, raise and/or increase in responsibility.
Some employees might prefer a certificate program or boot camp to a four-year degree. These shorter programs may be easier for working parents or younger employees, who are increasingly looking for short-term training programs, perhaps because they are perceived as providing a more direct route to increased responsibilities and higher pay.
Now is the time for leadership to align their programs to the needs of today’s workforce–and to their own strategic talent goals.