Workforce education has evolved far beyond its former status as an optional, nice-to-have benefit. New research reveals it's a strategic investment that drives measurable gains in both talent development and employee retention.

A survey of over 1,000 employees enrolled in workplace education programs tells a compelling story. When companies fully support their employees' education, it transforms how people view their workplace and their future within it. In fact, 77% of employees say they're more likely to stay with their company because of educational opportunities, and 73% report having a more positive view of their employer.

But here's the challenge. Time is still the biggest hurdle for working adults trying to advance their education. Half of all survey respondents struggle to balance learning with their existing commitments.
 
So how can HR help employees overcome this and other barriers? Let's explore three key strategies:

1. Embrace Flexible Learning Options

The world of work has changed, and learning needs to keep pace. Online and self-paced courses have become the go-to solution for modern organizations, and for good reason. They allow employees to learn from anywhere, at their own pace – crucial for working adults juggling multiple responsibilities.

The numbers back this up: 72% of U.S. employees prefer pursuing an online degree with employer-sponsored tuition over traditional in-person programs they'd need to fund themselves.

Today's online learning isn't a compromise. It's often just as effective as traditional methods. With features like virtual collaboration, interactive content, AI-driven personalization, and direct instructor access, online programs create engaging, personalized experiences. Whether it's skills training, professional development, or formal degree programs, online learning gives HR leaders the flexibility to meet diverse employee needs while tracking progress and measuring ROI.

2. Empower Managers as Learning Advocates

Managers have unique visibility into both organizational needs and individual capabilities. They can align employee development with business objectives while tailoring learning approaches to each team member's goals and learning style.
Additionally, manager involvement dramatically improves learning outcomes.

When managers actively support development efforts, employees are more likely to apply new skills and make lasting behavioral changes. This "learning transfer" is essential for turning training investments into tangible business results. For example, when an employee completes training in project management, an effective manager will:
 

• Help identify an upcoming project where they can apply new skills
• Provide regular feedback during implementation
• Recognize and reinforce successful application of learning

This hands-on support transforms abstract learning into practical skill development and career growth.

3. Provide Expert Education Guidance

For many working adults, returning to education can feel overwhelming. Questions abound: How does the company's education program work? Do I qualify? Which courses should I choose?

This is where dedicated education coaching makes a difference. Live, on-demand support can help employees navigate these decisions with confidence. In fact, 57% of learners prefer live coaching during the early stages of their learning journey.

Building Tomorrow: The Role of HR in Driving Organizational Learning

By implementing these strategies, HR teams can transform workforce education into more than just another benefit. It evolves into a powerful catalyst for both employee growth and organizational transformation.

The most successful workforce education programs share a common thread – while learning is inherently personal, its impact is magnified through collaboration. By creating supportive learning environments that break down traditional barriers, HR leaders can unlock their workforce’s full potential and build the capabilities that will help define their organization’s future success.

Author Bio

Stephen Chu is the Chief Legal and Administrative Officer at InStride. He oversees legal, human resources and IT/information security and facilities.

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