New research reveals ROI of education benefits on business outcomes

By Lee Hafner September 26, 2025, 7:00 a.m. EDT 3 Min Read

Two male coworkers looking at paper, one explaining

Key Insight: Discover how employer-sponsored education transforms individual learning into organization-wide knowledge sharing.
Supporting Data: 80% of employees report increased confidence helping teammates after employer-sponsored education.
Expert Quote: Knowledge sharing multiplies investment and builds internal talent pipelines — Matthew Daniel, Guild's senior principal for talent strategy.
Source: Bullets generated by AI with editorial review

Employer-sponsored education programs offer a high return in the areas like retention and professional growth, but new evidence shows how their influence on knowledge sharing can positively impact every employee in the workplace.

Corporate education assistance platform Guild found that 80% of employees participating in education programs through work feel more confident helping others on their team, 54% said they have shared the new skills they've learned and 71% say they are more productive. Managers are seeing the positive change, too: Two-thirds of respondents noted that their supervisor has acknowledged their improved performance.

"When employees share what they are learning, the value of that investment multiplies," says Matthew Daniel, Guild's senior principal for talent strategy. "Knowledge sharing builds talent pipelines from within, prepares employees to fill business-critical roles faster and creates teams that are more resilient and future-ready."

How data solidifies benefits value

Today, 80% of employers say they offer some sort of an upskilling program, according to a survey by Reputation Leaders and DeVry University, and for its own participants, Guild's research shows positive outcomes on recruitment and retention: 76% of Guild graduates stay with their employer for one year after program completion, and this number jumps to 98% if they experience internal mobility. Daniel notes that Guild works closely with a company's talent team so that information about employees successfully completing education programs is an active part of internal recruitment.

The data also makes it easy for managers of enrolled employees to get involved, prompting check-ins and allowing managers to create opportunities for employees to use what they've learned in real time, Daniel explains. Guild also provides career coaches to help learners figure out how to put their new skills to use. The idea is to have thoughtful engagement on both the employee and employer side, which in turn empowers each, he says.

Improving mobility across demographics

Education offerings are a way for employers to appeal to every population within their workforce, from entry-level to executive. Daniel emphasizes the focus on AI-related courses, which Guild has seen take off particularly among women, underserved communities and workers aged 50 and older.

"There is a lot of interest from workers who are later in their careers to build these skills," he says. "They're watching AI change the world around them, and they're leaning into it. As employers are thinking about this, the right mix of programs and policies that create the right incentives for participation is critical."

Breaking down barriers to career advancement with free education programs sends the message that employers want workers to grow within their company, and the wide variety available makes it easy for benefit leaders to find the right ones for their business.

"We've seen clearly that when companies include programs in their education benefits that are tightly aligned to their business strategy and map them to their critical skill needs, they build capabilities that make their organizations run better."

Read more about education benefits and upskilling:

Lee Hafner

Editor, Employee Benefit News