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Have you found the right course? Would you like your company to finance it? You are unsure how to convince them? There’s no need to worry. We are here to help you! Training incentives increase productivity and help companies improve talent retention, internal know-how, and business performance.  Get ready! We have gathered all the information you need to convince your company to invest in your training, in full or partly!

Advantages for Companies

Do you know why your company should invest in training you? Have you ever wondered how your upskilling benefits your company? We have listed a few of them in this article.

1. When employees grow, the company grows along with it

Investing in upskilling your employees is a foolproof method to increase company know-how, improve general performance and achieve new business goals.

2. Enhances performance and processes

It is not just a question of hard skills: bringing a new agile and digital-oriented mindset into the company is essential for optimising processes and the working environment.

3. Increases talent engagement and retention

67% of employees state that their motivation to work increases if the employer supports their educational and professional growth. Employees are thus more engaged, and turnover and burnout decrease.

4. Upskilling is easier than replacing talent

Replacing an employee costs roughly double his annual salary. Upskilling an existing resource is therefore much more convenient.

5. Upskilling attracts top talent

It is a fact that companies who invest in training their employees attract the best talent.

6. Networking: your network is also that of your company

Growing your network translates into new business opportunities for your company as well. Participating in a Talent Garden course, where the learning experience is bound to enrich you with skills, guarantees valuable connections and gives you a chance to be a part of our community of innovators.

 How to make your request:

There is a fine line between giving too much information and not providing enough - your employer is unlikely to read a 30-page brochure. However, they still need to have all the information to decide on your education. So what is the best way to proceed? Here are the steps we recommend you follow! Of course, every situation is different, and it's up to you to decide which ones are best for you!
  1. Prepare a comprehensive deck:

In a few slides, describe why you chose that particular course and training institution and what are the concrete advantages for your company. To help you, we have created a template that you can use to obtain corporate financing for our course. In this template, you will find all the information on why to choose a training institution like Talent Garden, how it benefits you, and why investing in upskilling employees is essential for companies. Download the deck for our courses using the links below:
  1. Present your proposal by drafting an email and following it up with an interview

Ask for an in-person interview to discuss your proposal. Include only the most crucial information, and avoid writing a long email! It is vital to give context: an extremely long email is ineffective! You can refer to our deck to get a familiar context. Feel free to use the sample email template provided here.
  1. Prepare your pitch

Do you know what an (elevator) pitch is? It is a short and incisive presentation with which you present your idea, startup or business. In your case, you will have to explain why and when you would like to attend the course and why they should finance it in the most concise, concise, but practical way. We have collected some tips to prepare you for this moment better: read on!

How to prepare your pitch for managers

Make sure to arrive prepared for the pitch. You cannot underestimate some aspects and need to prepare before speaking with your manager.

1. Study your company policy

Does your company have training programs?  Are there any specific rules related to employee training?  Does the company have an allocated budget for upskilling? Before discussing with your manager, check the policies of the HR team and speak directly with the person dedicated to Learning & Development to learn more about your options!

2. Costs and Benefits: what does the fee include?

Help them understand your decision and explain how the company will benefit from your growth. Make it as vertical as possible: if you work in digital marketing, how will discovering growth hacking methodologies make you grow, and what benefits will it bring to the company? Why is learning HR Analytics valuable for the company? If you can quantify this element, even better! Do not leave anything out: remember that elements such as networking or events may seem secondary. Still, they are opportunities for personal and professional growth. Some examples:
  • the program will allow me to expand my network and create new contacts with others in the sector;
  • I can go back to the company and become a mentor and promoter of a new approach;
  • I will bring to the company an advantageous tool that will make everyone's work more efficient by increasing performance;
  • showing the support and value you give to the growth of your employees will increase the engagement of resources, who will become ambassadors and will support the construction and dissemination of a positive brand image;
  • etc.

3. The answers you MUST have ready

Anticipate any questions and objections that may arise from the discussion. Here are some questions that may occur:
  • Why did you choose this course?
  • Why not a free, asynchronous online course that you can take on weekends or in the evenings on your own?
  • How will you compensate for the drop in productivity caused by participating in the course?
  • If you don't work on Friday afternoons, when do you plan to complete your tasks for the week?
  • Why should we pay for your education at the risk that you will leave afterwards?
Elements such as the unique skills of Talent Garden in delivering unique products, the irreplaceable nature of networking, and the fact that a trained employee is an employee who stays longer, bring value and becomes a brand ambassador, etc. These are just some examples that you can play in your favour! To help you, you can use the deck we have prepared. We advise you to attach it to the email for the HR department or use it to support your pitch!

4. Sell well: what have you done for the company, but above all, what will you do?

Remember that you are an asset to your company: remind them of all your achievements and contributions within the organisation, preferably by using examples and data. Always mention that upskilling you will have a significant impact on your performance and cultivate you further into a grateful, engaged and loyal employee who will invest in the company in the long run.

5. Make a Plan B, but always aim for Plan A

There remains the possibility that Plan A will fail, and you may not get everything you want. Don't let it get you down. Develop a plan B:  If you don't get full financial funding, ask if they can even partially support you. If you don't get permission to do the Master's during business hours, then propose that you can use your vacation or leave or work longer in the evening. In short: play all your cards, but smartly. Don't take everything for granted, and remember that the motivation and commitment you show during the pitching process should be synonymous with your commitment to your course.
Article updated on: 17 August 2023
Talent Garden
Written by
Talent Garden, Digital Skills Academy

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