Paid to learn
The rationale for traditional education is that more learning gets you a better job, and a job gets you paid, which makes the learning a worthwhile investment.
But what happens after you get that job?
In some organizations, that’s the end of that. You might pick up experience and wisdom on the job, but the short-sighted organization may view ongoing learning as too expensive.
The insight is to realize that stuck employees are far more expensive than educated ones.
More and more organizations have come to understand that paying their employees to learn, to really dig and learn something, is a bargain. An inspired and insightful employee is going to produce far more value than one who’s simply being ignored.
And employees are beginning to understand that the time and effort they put into continuing education comes back to them for the rest of their careers, because once you learn it, it’s something you can use again and again.
We put together the kernel of a list of companies that actively reimburse their people for education. And a page with an invitation for L&D leaders to consider the altMBA as a tool for developing real skills among their key employees.
Better decisions, emotional labor and the confidence that comes from education are the future of work. Either you’re on that path or you’re falling behind.