Three Ways to Effectively Communicate Education Benefits to Your Team

Education benefits can be a compelling tool to help organizations attract and retain talented, motivated employees. Many companies provide these benefits often in the form of tuition assistance, access to discounted degree programs, non-degree training opportunities, and more. But some organizations struggle to effectively communicate the details and value of what they offer. 

It’s important to do so for several reasons. First, many employees aren’t aware of the existence of these benefits. Taylor Corum, Manager, Strategic Partnerships, Workforce Edge, points out that 

“Raising awareness of benefits is key. Employees need to know what’s available to them because it can affect their decision to seek out more education.” 

Also, by communicating these benefits, a company can demonstrate it supports education and prioritizes employee development. “It’s a leadership mindset that views education as an investment in employees’ potential,” Corum explains. “And it’s important for employees to see that. It helps them feel supported.” 

Mikayla Evenstad, Account Manager, Workforce Edge, expands on this idea. 

“Employers can do a better job of communicating the ‘why’ of their benefits, which they offer because they want their employees to succeed. Company leaders can create a connection between education and the increased opportunities that can come with it.” 

Evenstad also points out, “Some companies don’t communicate their benefits at all. It just exists, but no one talks about it, which can leave benefits unused and underutilized.” 

Use existing channels 

For companies wanting to get the word out about education benefits, Corum and Evenstad both encourage leaders to use existing channels. Communication can include emails from HR, intranet posts, social media, digital and printed flyers, and other modes of communication. 

Corum points out that “the advantage of these channels is that they allow for periodic reminders. It’s helpful for employees to receive the message about benefits not just once a year, or when a program launches, but periodically.” She recommends sending emails to the entire company each quarter, at the start of a new year, and during back-to-school season. “Employees weigh their education options throughout the year,” Corum adds. “It’s an ongoing process, and it helps them to have as much relevant information as possible.” 

Another advantage is that these platforms already exist at most companies. It’s not a large lift to add reminders about benefits to a company’s monthly newsletter, for example, or to fold benefit messaging into a company’s social feed. 

Get creative

Evenstad also points out how each company has its own unique culture and communication needs. Not all organizations have employees in an office, for example, so email might not be the best way to reach the majority of their teams. 

For those organizations and others, she stresses the need to get creative. “I’ve worked with partners to create special events dedicated to benefit information. Some are called education fairs and are set in a company cafeteria or break room. Others are general info sessions in the building’s lobby. Either way, they’re interactive and can really help provide information to employees.”

Evenstad also mentions how some companies have designated a conference room as a quiet education room where employees can take their lunch break and use the space to study. 

“Seeing a company put value on education sends a positive message to their employees,” she adds. 

Another effective option can be to identify an education ambassador within the company. Typically, this will be an employee or leader who has taken advantage of education benefits and has completed a degree or certificate program. Ambassadors will help communicate internally and can be a source of knowledge and advice for others. “Having these visible success stories can really help people understand the positive outcomes that education can provide,” explains Corum. “Any time you use testimonials from someone who has gone through a program, it helps other employees see what’s possible for themselves.” 

Partner with an experienced organization

Companies don’t have to go it alone when it comes to communicating with their employees. Depending on the platform used to administer education benefits, partnering with the provider can include a plan for sending out information. 

“Platforms like Workforce Edge can be effective partners. They can handle much of a company’s communication needs, freeing up HR resources so they can focus on other priorities,” explains Evenstad. 

“We work with leaders within each organization to come up with a plan specific to their needs. By getting them on board with messaging, creating marketing materials to share with their employees, and coordinating information sessions, we approach it as a collaboration.” 

Corum adds, “We want to understand your work culture and craft an approach that will work best for you. We want to be true partners, as we believe that education can help you support your employees and achieve your objectives—particularly those related to attracting and retaining talent.” 

When considering how best to communicate education benefits, it’s helpful for organizations to focus on the reasons they’re offered in the first place. Benefits are designed to not just help employees save money as they pursue additional education and credentials, but also to help grow their teams’ capabilities and develop new leaders. 

With so many companies interested in boosting retention, it’s worth considering how effective communication around education benefits can give employees reasons to feel supported by their company while helping them envision long-term growth opportunities. 

To learn how Workforce Edge can support your education benefits strategy, contact us here.