What’s the secret to education programs that reach frontlines?
Making your rules inclusive.
So explains Sharlyn Lauby on her popular HR Bartender site about the how – and just as important, the why – of building education assistance programs that can reach your entire workforce.
“According to LinkedIn’s 2019 Workforce Learning Report,” writes Sharlyn, “94% of employees say they would stay with a company longer if the organization invested in their learning.” That number becomes even more impressive for frontlines, where turnover in some industries is at record levels. “That’s a significant statistic,” she says.
A few takeaways about building truly inclusive programs:
- Learning needs to be more than one thing: Some employees want bursts of learning; others in-depth study. Reimbursing for degrees as well as GEDs language courses, certifications, and other credentials and programs expands your program’s reach, and so its effect
- Rules are make-or-break: Who’s eligible, and how long they’ll have to wait after hire to participate, speak to prospective hires, and impact recruitment goals more than you think.
- Names matter: The word “tuition” might turn away folks not angling for degrees; replacing it with “education” can improve perception – and so usage.
“Learning can be a way to attract, engage, and keep talent,” concludes Sharlyn.
“Employee educational benefits are a way to provide and support learning opportunities. But those programs must meet the needs of all employees, not just a handful.”
Thanks, Sharlyn – we couldn’t agree more!
Listen for Sharlyn as a guest on our upcoming webinar, “Open Access: Effective Education Benefits for Frontline Workers,” on September 25th.
And read the whole HR Bartender blog, here.