If there was a simple way to retain employees, cultivate the next generation of leaders, and develop a workforce skilled at navigating change, most employers would jump at the chance. Turns out that offering employees access to continuing education can accomplish all of that, while also saving employers money.

There are many ways that employers approach continuing education, from providing tuition reimbursement benefits for college courses to offering custom programs that target their specific needs. No matter the format, continuing education propels adult learners toward their career goals, while supercharging their contributions to their companies.

This has been the case at Ramsey County, which partners with St. Catherine University on continuing education for employees through the Public Health Career Pathways (PHCP) program. Director Tina Curry explains that the program aligns with the county’s mission to expand access to opportunity and mobility for residents and businesses by connecting edu-cation, employment, and economic development across the region.

“It also supports our strategic priority of attracting, retaining, and promoting talent,” says Curry. “Participants have reported that the program has helped them gain confidence in themselves overall, as well as gain confidence in their ability to be successful in achieving their career goals.” She adds that PHCP is helping Ramsey County retain and upskill staff in areas facing significant workforce shortages.

From inspiring employee commitment to nurturing the next gen of industry leaders, here’s a closer look at the key ways continuing education delivers value for everyone involved.

1. The retention remedy

Employee retention is an expensive challenge for employers of all types and sizes. Continuing education works as a major antidote by keeping employees engaged and on the job, says Greg Steenson, associate vice president of the College for Adults and the Graduate College at St. Catherine University. That’s because helping employees engage in education and skill development opens doors to more on-the-job opportunities for them.

“Adult education can be a really powerful tool to help get a deeper commitment from employees and build long-term stakeholders,” Steenson adds.

2. Reskill and upskill for the win

It’s a pricey venture to hire new employees. Instead of funneling resources into onboarding talent, many employers find that investing in their current employees is a more cost-effective spend. Helping people reskill or upskill paves the way for staff to develop into the workforce they need now and into the future. Before employers know it, newly minted leaders and experts are quickly applying those new certifications or leadership skills on the job. Whether employees are engaging in leadership development programs, healthcare centric courses, or business-tailored learning, continuing education allows employers to foster a workforce of lifelong learners. And they are usually eager to put that new knowledge to work.

3. Silos, broken down

Some employers are turning to continuing education as a way to build bridges across departments, aiming to make the organization run more efficiently. By taking a series of leadership development courses in a cohort, employees get to know each other better, develop common knowledge, and ultimately become a more cohesive team, Steenson says. Employers find that everything runs more smoothly when people break down silos and partner on a common cause.

4. Turning down the taxes

Employees are certainly happy when their employers offer tuition reimbursement benefits—it’s a powerful recruitment tool. It means less money spent out of pocket for their education. But the $5,250 maximum that employers can offer annually actually helps their bottom lines, too. The IRS allows employers to write off these annual reimbursements for each employee who takes advantage of them.

Whether an adult is beginning their educational journey or supplementing their education with new skills, the impacts are wide-ranging. They bring both immediate and long-term returns on investment to individuals and employers. For adults looking for more education or employers aiming to upskill their workforce, Steenson stresses that “it’s never too late, and you can do it.”