Education

Employees Who Receive Tuition Reimbursement


These days, it’s hardly considered unusual for working adults to return to school. In many cases, this is done to make them more efficient at their jobs and broaden their knowledge of their respective fields. However, in addition to being time-consuming, going back to school is often fiscally cumbersome, particularly for people who already have a plethora of financial obligations. This is where employer assistance comes into play. For the purpose of cultivating an educated workforce, many employers agree to fund their employees’ continued education. However, due to limited resources, certain companies don’t grant every request for tuition reimbursement. When deciding who’s deserving of educational assistance, employers tend to prioritize the following types of worker.

 

Proven Assets

If an employee has proven him or herself an asset, it’s in the best interest of their employer to keep them happy. Failure to do so can lead to decreased job performance or even a defection to a competitor. Returning to school only stands to make these individuals better at their jobs, so companies have little to lose by granting their requests for financial assistance. For helpful information on the benefits of continued education, head over to Studential.com.

Those Who Show Promise

Employees with the potential to become proven assets are also good candidates for educational assistance. Even if someone is relatively new to a company, it’s possible for them to obtain tuition reimbursement – provided they show a fair amount of promise. Accomplishing a lot in a short span of time and earning the respect of your peers can effectively elicit positive attention from your superiors, which will ultimately help your chances of receiving assistance.

Those Who Are Loyal to the Company

Having an employee leave a company after his or her education has been paid for can be frustrating, to say the least. When providing educational assistance, employers can only see a return on their investment if the recipients remain in your employ. As such, it’s in their fiduciary best interest to only offer financial assistance to employees they believe will stay with them for the foreseeable future.

It’s no secret that returning to school can be difficult for financially strained individuals. Fortunately, by agreeing to fund their continued education, employers can help ease their workers’ burden. By the same token, paying for the education of employees who are proven assets, show great promise and exhibit loyalty can help companies thrives well into the future.