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Many employees are well aware that their current employers offer educational benefits, such as tuition reimbursement for work-related courses. In fact, at least half of all American workers get some sort of educational benefit from their jobs, according to an article in U.S. News & World Report.
What many employees don’t know is how to pursue these opportunities—or justify them to employers—during economic downturn. Times are tough. Employers are recession-weary. And many organizations are struggling to stay afloat—let alone afford unexpected, extra expenses. As a result, it can feel more uncomfortable than ever to approach an employer about paying for additional education.
“Regardless of the economy, additional training can lead to important win-win results for both you and your company. Even if your education funding proposal is rejected, your employer will still take note of your interest in advancing yourself, and that can pay off down the line, if not right away,” says Katy Piotrowski, author of The Career Coward’s Guide to Career Advancement.
To considerately and effectively approach employers about their financial support for your continued education, Piotrowski recommends the following strategies:
1. Lead with your employer’s interests. Ask, “In what areas would you like to see the team develop their expertise this year?” Listen carefully about the skills he or she is looking to add to the team’s toolbox. Then, as you evaluate training programs, aim to incorporate your employer’s needs into courses that will also help you achieve your personal career training goals.
2. Provide hard data about how your improved education will result in increased productivity and opportunities. Acquiring just one new technique can result in thousands of dollars in savings or additional revenue to the company. Contact the class or program instructors for ideas about how your training may ultimately benefit your employer’s profitability, and incorporate this info into your proposal.
3. Guarantee a good grade. Many businesses won’t cover employee education costs unless they receive a “B” grade or higher. Offer a similar guarantee to your employer to prove that you’re serious about success in the classroom.
4. Promise to stick around for a set period of time. One primary objection employers have to paying for education is that team members leave shortly after earning their degrees. Discuss plans for remaining a key player for the long term, to help both yourself and the company achieve win-win results.
5. Offer to split the cost. Times are tight, especially now. If you encounter objections about a weak bottom line, suggest that you split the cost 50-50. Some educational subsidy is better than none at all—especially if you improve yourself in the process.
The Career Coward’s Guide to Career Advancement is now available at all major bookstores and from the publisher (www.jist.com or 1.800.648.JIST).
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Comments
04.01.09
Be careful.
I would say that most "dinosaur" employers will find a reason to create a conflict around the request, no matter how reasonable or well thought out. I went down this path and was told that the company is not a university and that I should focus only on my narrow set of tasks. It was also implied that I am overpaid and should not have any reason to build skill sets related to or outside my current role in the company. Essentially they only want me to do one thing and not grow into different or more important roles within the firm.
In fact, I have never had a company that wanted me to pursue education let alone pay for it. Many times I had to sneak around just to take classes. The best thing people should do is to ask around and see if any star employees have successfully convinced their superior that continuing education is good. If they have not, I would doubt that anyone else’s chances will be any better. I would say very few employers will be open to continuing education in this economic environment. They can pick and choose who they want to employ at will, no reason to make yourself stand out as a "difficult" employee (even though asking to do some continuing education is far from being "difficult").
Better to pay for it yourself, don't stay late at the office on the days you have class and not tell your employer your plan; then surprise them when you leave to work somewhere else with a new degree in hand.
04.01.09
I agree; tread carefully here!! Although some "Progressive" companies may be OK with this or with at least assisting an employee with furthering their education, I would be careful. I work in Higher Ed. and we are lucky if we can go to conferences and the like that we "have" to attend to MAINTAIN our credentials (licensures, certifications, professional development, etc). That may be going down the drain next fiscal year, though. So, certainly, asking to get another degree would be like asking for the Lexus when you are told to consider yourself lucky if you get a bike to ride!
The important thing is to know your company culture so that you can know how to best approach your employer!
04.01.09
Check into your company's policies first. I worked at one company that would pay for any course that was part of a degree program you were pursuing, regardless of field. The next company paid for any course that was work-related, whether or not it led to a degree.
You also may not need a formal course. Perhaps there's a one-day seminar that will provide a starting point for new or enhanced skills, and will cost your employer less than a formal academic course or degree program.
04.01.09
I also forgot, after one company extended me a job offer I tried to negotiate tuition reimbursement. It was not explicitly stated in the employee handbook that they offered such a perk, but I felt the request was along the lines of a "signing bonus". Well guess what, they flat out said no we do not encourage our employees to continue their education while employed here and they gave me a slightly higher salary than I requested to compensate the request.
Some companies don’t even care or think about the tax benefits they can get from a tuition reimbursement program. I would not count on tuition reimbursement or time to do continuing education in this economy, period.
04.01.09
There 2 different approaches that you can take to education, one being a university class or degree program and the other being a certificate program. Your description looks like it was for a unversity degree. There are classes that could lead towards a certificate such as Project Management or the myriad of things out there. They tend to be cheaper, 1 day, and focused on employees.
While their value varies, certificate programs to show commitment, additional education, and can be helpful for career development. They may also be a lot easier to convince your employers to contribute towards since they can be paid for out of a training budget.
04.01.09
@Dead Hedge - "Your description looks like it was for a unversity degree"
No, it was ANYTHING. The only exceptions were license/certificate maintinance courses classified as "continuing education" which were generally no more than an hour or two (resulting in CEU's).
04.01.09
Great advice. Thanks for this - I'll have to keep it in mind if the situation ever arises.
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