It’s not just about the money. That’s one of the takeaways of a recent webinar discussion with EdAssist’s Mark Ward and Tracy Beard about maximizing the efficacy of today’s tuition programs. How much you cap your programs is one aspect: how you design them is another.
Education assistance is by no means the only important factor when it comes to improving quality of hire; but it is indicative of an organization that is focused on development as a key part of its organizational culture. Organizations that maintain this kind of focus do achieve differentiated business results.
This post series explores some of the latest data on the impact of education assistance on organizational brand, business success, and employee engagement.
For adult learners, higher education has a different purpose than it had when they were younger, with a focus on new and very specific goals. As a result, it’s simply not possible to adequately assess a school or program based solely on the qualifications important to an 18-year-old incoming freshman.
No matter what the job, there’s a lot to be said for letting the experts do what they do best. In our work at EdAssist, I hear people say often that they thought running an education assistance program would mean a rubber stamp and a checkbook. Then they tried it out.
The talent landscape is about to make some sharp shifts that will require employers to get creative with how they recruit, retain, and engage their people. Keeping tabs on your education assistance program and strategically and regularly fine-tuning it can help you keep up with five big talent challenges ahead.
Today’s workforce is like a giant sponge – everyone, especially Millennials, wants to absorb as much knowledge as possible. That presents a question for employers. Can you use that information – employees’ desire to learn – to your advantage in terms of talent strategies? And if so, how? A well designed tuition assistance program can do far more than develop specific functional skills, says the new EdAssist® report, In Demand: Tuition Assistance. “By creating employee growth opportunities that tightly align with organizational goals, employers can offer the long-term career development employees want, while delivering on the strategic talent goals the organization…
There’s incredible opportunity for employers to use educational assistance programs not just to inspire people on the job, but also to improve employee retention, mobility, and bridge skill gaps. But to do so, you have to rethink the definition of educational assistance and the opportunities it offers.
A mentor can provide an intangible amount of training that can’t be found in a classroom or webinar. It’s been said that nearly 80% of all learning happens informally, through on-the-job experience and help from other employees. As questions or frustrations arise, having a mentor can ensure that employees get answers and issues resolved quickly.
Inclusive leadership is a journey, not a destination. Each time your team grows or changes or something new happens in employees’ lives, you can choose to make an assumption or you can choose to find out more. Sometimes there just aren’t enough hours in the day to be curious and keep asking the questions, but as a leader with the highest expectations of success, you can’t afford not to.