Tuition Reimbursement for Employees
Tuition Reimbursement for Employees
In today’s shifting markets, companies are coming up with new and alluring ways to keep employees. It seems that, despite many advances, companies are still fairly averse to supporting the progressing education and benefit of its workers. In the views of the experts, nothing shows good faith in employees to a greater degree than support for the future and fiscal substantiation of said support. The educational value of workers can be an asset not soon forgotten.
There is some truth to the idea that workers will flee the scene after receiving costly education, as has been demonstrated to be the case in some instances. However, more often than not this is not the case. Employees tend to stick with companies that provide for them because, as is generally known, satisfaction is the top priority for the North American worker. Workers will not leave companies for greener pastures if their needs are being met. If the needs of the workers are not being met, many would argue that the employer deserves to lose out.
So it all comes back to the issue of tuition compensation. The act of reimbursing workers for education while under the roof of a company is nothing new. Long before the industrial age, owners of small businesses would supply their workers with time and benefits that far exceeded the norm. They would sponsor schooling for young workers and support families. Many argue that the notion of “profit above all else” has done more harm than good for the majority of companies. Few argue the contrary.
With small businesses enthusiastically driven out of competition by larger firms with more monetary offerings for young workers, one carrot that can be dangled with some success is that of tuition reimbursement. Showing young workers that they matter is a coherent first step to making big moves in business and worker-owner relations.
Tuition Reimbursement for Employees - To learn more about this author, visit Louis Trahan's Website.
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Tuition reimbursement is often seen as a risk among employers. Some consider the act to be mere encouragement for staffers to head out the door after receiving modern training. Others consider the risks associated with supplementary education to be far from worth the reward. Still others simply refuse to support the further education of their workers on theory. Out of all of these reasons, however, there is not one with enough sincerity to dismiss this often-beneficial practice.
In today’s shifting markets, companies are coming up with new and alluring ways to keep employees. It seems that, despite many advances, companies are still fairly averse to supporting the progressing education and benefit of its workers. In the views of the experts, nothing shows good faith in employees to a greater degree than support for the future and fiscal substantiation of said support. The educational value of workers can be an asset not soon forgotten.
There is some truth to the idea that workers will flee the scene after receiving costly education, as has been demonstrated to be the case in some instances. However, more often than not this is not the case. Employees tend to stick with companies that provide for them because, as is generally known, satisfaction is the top priority for the North American worker. Workers will not leave companies for greener pastures if their needs are being met. If the needs of the workers are not being met, many would argue that the employer deserves to lose out.
So it all comes back to the issue of tuition compensation. The act of reimbursing workers for education while under the roof of a company is nothing new. Long before the industrial age, owners of small businesses would supply their workers with time and benefits that far exceeded the norm. They would sponsor schooling for young workers and support families. Many argue that the notion of “profit above all else” has done more harm than good for the majority of companies. Few argue the contrary.
With small businesses enthusiastically driven out of competition by larger firms with more monetary offerings for young workers, one carrot that can be dangled with some success is that of tuition reimbursement. Showing young workers that they matter is a coherent first step to making big moves in business and worker-owner relations.
Tuition Reimbursement for Employees - To learn more about this author, visit Louis Trahan's Website.
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Dianne CramptonDianne Crampton is an executive leadership coach, team consultant, author and president of TIGERS Success Series, Inc. Dianne has been helping CEO's and Executives connect their employees to their core values and goals for over 20 years using the trademarked TIGERS team culture process, which stands for trust, interdependence, genuineness, empathy, risk and success. To download a free white paper on behaviors that build strong teams and behaviors that will predictably tear them down go here. - Visit Dianne Crampton's Website |
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Leanne Hoagland-SmithAre your sales where you want them to be? Will you be one of the few who achieves sales or business success or one of the many who have failed to change? Are you tired of being told you are like everyone else? Then you may find my first book on sales of interest. Be the Red Jacket in the Sea of Gray Suits, The Keys to Unlocking Sales available at Amazon or at http://www.processspecialist.com/red-jacket.htm. This book is a reflection of my no-nonsense approach to improving sales to overall business results. If you are truly committed to making sustainable changes, then I can help you secure a positive return on your investment because I focus on executable solutions not telling you the problems you already know you have. From training to corporate (group) coaching to executive one on one coaching, my approach is to assess, create awareness, build a goal driven action plan and then execute. The bottom line question is "Not do you or your employees know it, but do you or they want to do it?" Please call for a free strategy session at 219.759.5601. - Visit Leanne Hoagland-Smith's Website |
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Cheryl MatthynssensCheryl is a life skills coach, licensed Chemical Dependency Counselor and a 20 year entrepreneur. Cheryl's dedication to achieving a life of balance led to her expanding her teaching from the simple managing of life's daily challenges to adding financial well being as well. A direct marketer with DrinkACT, she is gaining ground in the online community with her concepts of making sure business owners, entreprenuers and employees have well rounded life styles. She opened up a small affiliate site - The Balance Guide- to help others find resources for mental and emotional well being. Visit Cheryl's blog to see more of the diversity beyond business she has began offering online at www.thebalanceguide.blogspot.com - Visit Cheryl Matthynssens's Website |
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