Tuition assistance benefits are not a novel concept, but as hiring managers work to recruit and retain workers with in-demand skills, its popularity appears to be gaining steam across industries. Major retail, automotive and manufacturing companies have recently boasted new or improved tuition assistance programs, while more employees are expecting their employers to invest in their continued education.

A recent workforce survey conducted by Strategic Education, Inc. found that 91% of U.S.-based full-time employees believe employers should invest in employees’ continued education.

Employee education models may sometimes rely on in-house trainings in which the employer controls what, when and how employees learn. When it comes to ensuring the workforce has the desired skills, however, this approach may not be moving the needle—at least employees don’t think so.  In fact, the survey conducted by Strategic Education, Inc. found that the most frequently reported upskilling opportunity provided or supported by full-time workers’ current employers was in-house trainings (53%). The same survey found that while 74% of employees receive upskilling opportunities from their employer, half are worried about gaining the skills needed to advance their careers.

For example, we’ve worked with many large employers to launch an education benefits management platform where employees can pursue a degree from a variety of educational providers at little to no cost. The platform is designed to allow for autonomy over what, where and how to study while remaining true to the goals of the organization.

Here’s what we’ve seen works with our employer partners:

1. Choice. While there may be parameters over the type of educational program an employee is eligible for, it is important they have a high level of autonomy. Employees may want to brush up on certain skills they want to improve. And as busy, working adults, they will likely need the flexibility to choose how they pursue it. Design or expand an education program so that it is tailored to your organization’s talent and development goals, while also providing options to employees to support their upskilling in a way that works for them.
2. Flexibility. Consider partnering with schools that offer flexible education models, in which employees can learn virtually and at their own pace. Choose an education benefits platform that offers a wide variety of learning options for employees, including degree and non-degree programs. Some successful programs offer employees the ability to complete their general education requirements before enrolling in a degree program. You may even offer mentoring, coaching or personalized support to help guide an employee through their educational journey.
3. Connection. Compare notes with employees to ensure there is alignment between the skills an employee says they need to advance in their current job and the skills needed to advance the company. Clarify the value of their time investment—how will their role in the organization change once they achieve their educational goal? Check in with them throughout the education process to offer support and encouragement.
4. Measurement. You can’t know what you don’t measure. Be sure to continuously assess the impact on employee retention, skills and competencies gained, participation and completion rates, as well as feedback from employees on their experience. Some education benefit platforms, such as Workforce Edge, offer measurement tools to track a return on investment (ROI).

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