Rolling out a new education benefit is a big step forward for any organization, but doing it right takes more than launching a program and hoping for the best.

Missing the mark on education benefits can be costly. So we asked the experts to weigh in on what not to do.

Here's what they had to say.

“Companies often roll out education benefits without connecting them to their core talent initiatives and business objectives. Education shouldn’t be a standalone perk—it should be a strategic investment tied to what the business is trying to achieve: opening more stores, driving revenue, or saving costs by improving operational efficiency.” – Travis Larrier, Solutions & Strategy Director

“Rolling out an education benefit without tying it to your most high-need roles. If it’s not helping fill critical gaps, you’re leaving talent (and retention) on the table.” – Candis Miller, Solutions & Strategy Director for Healthcare

“Thinking an education benefit alone will drive engagement. If leaders at all levels aren’t actively championing it, employees won’t see it as a real opportunity.” – Patrick Donovan, Chief Operating Officer

“You have to dedicate a team and resources to this. It can't just be a side project amongst 20,000 other things you're doing. You really have to get focused. You have to have a great leader. It was really what helped us move it as far as we have in the time that we've done.” – Dr. Sally Saba, Global Chief Inclusion, Diversity & Equity Officer at Medtronic

“A major mistake is managers not actively coaching employees on how to integrate education benefits into their growth plans. When leaders ask, ‘Where do you want to go next?’ and align learning opportunities with career goals, employees are more likely to engage and see the value. It’s not just about offering benefits—it’s about making them a strategic tool for development.” – Janet Keadle, Certified Leader & Scrum Master

“If someone is living paycheck to paycheck, they’re not going to take on debt, even for a great education program. Covering costs upfront and promoting the program regularly signals that you truly want employees to use the benefit.” – Court Picciolo Behrens, Vice President, Learner Engagement

“Overcomplicating it. If the program isn’t easy to use and directly tied to succeeding in your current job or advancing your career, employees won’t engage, no matter how good the offering is.” – Jeff Schulz, Vice President of Professional Services

“Offering programs without quality control. Not all learners are created equal and partnering with strategic education providers that understand the needs of the learner is critical.” – Alana Rose, Vice President, Academic Network

“Skipping the data piece. If you’re not tracking outcomes like retention, promotion, and ROI, you’re flying blind on whether your investment is actually working.” – Steve Green, SVP, Corporate and Learner Engagement

These perspectives reveal some of the key ingredients for making education benefits truly strategic: access, alignment, simplicity, and support. When programs are thoughtfully connected to business goals and employee needs, they become powerful tools for driving growth, retention, and internal mobility.

Want to see what a successful rollout looks like in action? Explore how Medtronic built a high-impact program that’s already delivering results.