How to convince your organisation to pay for your career development
Career development is more than just moving up the ranks until you reach managerial status. In the present, professionals would like more out of their training. Up skilling by gaining a new qualification is an excellent career move but can also be an expensive one. This cost can be avoided if your employer offers training but many of them don’t. So how can you convince them to fund you?
What is a career development course?
Career development courses are usually offered in specialist fields such as accounting, bookkeeping, human resources, learning & development marketing and leadership & management. These areas have recognised qualifications which cover the basics, right up to the intricacies of the job roles. The courses are usually studied from home and can be completed alongside your regular job. They give unrivalled insight into the entire job role, making you an expert in that field.
How to convince your company to help with your career progression
If you want to complete one of these courses but don’t have the funds to support your decision, asking your employer for help could be the best option. While some employers will agree without hesitation, others may need a little more persuasion. These five steps should help you reach your career goal.
1. Do your research
It’s easier to make a strong argument for yourself if you already know the details. Figure out which course (or courses) will benefit not only you but your company the most. It’s also a good idea at this point to research the price of the course, the payment details and whether a career development loan could be an option. Going to your employer with all this information at hand will mean they have everything they need to decide without having to go and research it themselves.
2. What are the benefits?
Make a list of the reasons why you want to do this course both for you and your company. Going to your employer with a written explanation of what you both can gain from this experience makes them more likely to agree with you. Plus, seeing it written down in a list will highlight just how much is in it for them. Treating this as a mutual benefit should stand you in good stead.
3. Be reassuring
According to a survey by Gallup, 87% of millennial’s said opportunities to learn and grow were important to them. However, many employees still become anxious at the thought of investing in employee training with the fear that they might leave soon after. Reassure your manager that this isn’t a stepping stone for you to move on to bigger and better jobs but rather to become a more knowledgeable, better asset to the company. It’s a win-win situation.
4. Make a case for home study
Another hang-up employers often have about offering funding for learning courses is that they think it might take away from your time at work. The beauty of online learning courses is that you can do them from anywhere, including your home. This means you can do them alongside your regular job without it affecting your daily work. Of course it requires commitment from you, but aside from the financial aspect, your employer shouldn’t notice any negative difference to your usual work. In fact, they should quickly see the benefits of your new skills and knowledge, which are readily applied in the workplace.
5. Be prepared to compromise
Even after all this, there’s a chance that your employer will say no. Storming out of the meeting won’t help either of you, so always be prepared for this result. If it does happen, listen to the reasons why and make a counter-offer to reflect this. If your manager says they just can’t afford it, research a less expensive course option. Negotiating and coming to a mutual agreement is a fantastic way of showing that you’re serious about your role in the company and your career progression.
Interested in completing a career development course yourself? Read all about how it works and start your journey today.