Want to know what millenials are looking for from their employers? It may not be what you think.

Beyond the Benefit: Supporting Your Staff Scholars

Are you sure you know what is motivating your employees?

According to the 2015 study by EdAssist, Millennials Seek Financial Stability from Employers, if asked to choose between two similar jobs, nearly 60 percent of the those surveyed would pick the job with strong potential for professional development over one with regular pay raises.

Tuition assistance benefits are becoming an increasingly common element among job offers in numerous organizations across many job sectors. While this financial incentive is an important factor in an employee’s professional development, it is important to also remember other areas of support that can be offered to employees who choose to pursue or complete their degrees.

When an employee takes the first step toward earning his or her degree, many influences come into play. Job responsibilities, family and personal obligations all turn into a balancing act. Adding course work into the equation can cause your employee to do some additional juggling to ensure just the right balance. Consider the following in offering additional support to your staff scholars to ensure their (and your) success:

• Implement a Mentoring/Coaching Program: Implementing a mentoring or coaching element within your tuition assistance program planning can reap rich rewards for both you and your student employee. Colleagues who have currently or previously completed their degrees through your program can offer advice about striking the right balance between work, family and home and are a good source of information in determining which higher educational programs are most effective.
• Make Scholarship Information Readily Available: Scholarship funds are a welcome financial respite to any adult student returning to school after some time away. Because some time has passed since their last experience with a college or university system, offering your employees financial information and resources that may assist them in handling costs not covered by their employee education benefits can add an extra layer of stress relief to their experience.
• Choose an Educational Program Partner that Offers Maximum Flexibility: The higher education landscape is replete with choices for your employees in continuing their education. For this reason, you need to make flexibility a priority when choosing an educational partner. Because your employees face a wide variety of life circumstances, allowing them the ability to navigate their way through their education without fear of stalling will make a difference.

If you need assistance implementing these or any other elements of support into your organization's tuition assistance program, we can help. Email the Office of Strategic Partnerships and Outreach or call (609) 984-7188.

Newsletter home