Looking to retain top talent? Invest in employee education
The 2025 LinkedIn Learning Survey found that 49% of learning and talent development professionals agree their executives 'are concerned that employees do not have the right skills to execute [their] business strategy.'
At the same time, half of full-time employees in the U.S. are concerned about gaining the skills they need to advance at their current job, according to a 2024 Workforce Survey commissioned by Strategic Education, Inc. The same survey found that 91% of U.S.-based full-time employees believe employers should invest in employees' continued education, up 8 percentage points from 2022 (83%).
HOW EDUCATION BENEFITS CAN BRIDGE THE GAP
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Promoting career advancement through education can be a powerful retention tool that signals to your employees you are invested in their advancement in the organization. Specifically, tuition benefits, in which an employer pays for all or part of an employee's tuition, can help reinforce a message of trust: We believe in your ability to independently excel in a program that is right for you.
This investment is also a partnership that, when designed effectively, should mutually benefit both the employer and the employee. In our experience, Strategic Education Inc. has found that the most effective education investments balance the skills gaps within the organization with the upskilling desires of the employee. Here is what they have in common:
1. THEY ALIGN WITH BUSINESS OBJECTIVES
Whether it's transferable skills such as communication and technology or more specific credentials or degrees, a strategically built-out tuition benefits program can help prioritize and promote degree and non-degree programs that align with business objectives. At the same time, these programs still give employees the flexibility to select the specific type of program that is right for them.
For example, an employer may decide they need to build a pipeline of employees with strong technology skills. They may incentivize enrollment in specific technology programs but allow employees to select among several program options, such as cybersecurity, data analytics, and software development.
2. THEY OFFER MULTIPLE PATHWAYS
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As working adults, employees often need the autonomy and flexibility to choose how they pursue an education. Successful tuition programs offer multiple pathways, or educational programs and providers, to earn a degree or certificate and give employees the flexibility to take courses on a schedule that works for them.
For those employees who may not have completed a college degree or may need general education requirements, alternative pathways may also be offered. For example, Sophia Learning, an online, on-demand, self-paced learning platform, provides college-level courses that are ACE-recommended for college credit (full disclosure: Sophia Learning is a subsidiary of Strategic Education, Inc.).
3. THEY PROVIDE ENCOURAGEMENT AND SUPPORT
Working adults have likely been away from the classroom for quite some time. Successful programs support these learners as they transition into their academic careers.
Employers should look for an education benefits provider with dedicated success coaches and tutors who support success through the transition and check in often to provide encouragement and reminders of how continued education can impact their role with the organization. Remember to communicate about the tuition assistance benefit regularly so employees know how they can fully take advantage of it.
A NEW ERA OF LEARNING
Central to any strong partnership is the ability to meet the needs of both parties. By aligning around business objectives and offering employees multiple pathways and support, business leaders can create powerful, long-lasting partnerships that advance the organization. As workforce needs continue to evolve, it is probably safe to assume that concerns about 'skills gaps' are here to stay, along with the employers' role in skill development.
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