Education benefits are underused and here’s what’s holding employees back
A new survey shows that most workers want to keep learning—but many feel unsupported
Between tight deadlines and tighter budgets, most professionals are stuck trying to balance today’s job demands with tomorrow’s career goals.
Upskilling sounds good in theory, but a new national survey commissioned by Youngstown State University (YSU) shows that good intentions aren’t always backed by action.
This article explores the findings from YSU’s questionnaire of 1,000 full-time workers in the U.S. The data sheds light on how professionals are engaging (or not) with employer-supported education programs, the personal and systemic barriers they face, and why limited learning opportunities might just be your next retention risk.
Short on time?
Here’s a table of contents for quick access:
- How workers are upskilling today
- The barriers to continued learning
- Why growth matters for retention
- What marketers and HR leads should know
Patrecia Meliana
How workers are upskilling today
A solid chunk of the workforce is actively pursuing education alongside their day jobs. According to YSU’s findings, 36% of professionals are currently enrolled in a degree, certification, or skills-based course. Gen Z leads the charge at 43%, followed by millennials (35%) and Gen X (23%).
The tech industry stood out, with 44% of workers pursuing continued education, compared to 34% in healthcare and 28% in education. Preferences also varied by generation: Gen Z leaned toward full degrees (59%), while Gen X preferred shorter, skills-based training (44%).
Employers are already offering learning perks, but usage isn’t universal. Just 35% of respondents said they’ve used education-related benefits, such as tuition reimbursement or flexible scheduling. And while tech employees were more likely to tap into these resources (42%), the overall uptake signals room for improvement in how programs are promoted and structured.
The barriers to continued learning
Even with benefits on the table, 22% of professionals say they can’t pursue further education. The biggest culprits? Cost (68%) and lack of time (67%).
Cost is especially burdensome for younger workers. 76% of Gen Z and 68% of millennials cite financial strain as their top obstacle. Meanwhile, older professionals — especially Gen X and baby boomers — struggle more with time constraints and competing responsibilities like caregiving.
Mental load is another growing concern. Burnout is keeping nearly half of millennials (46%) and Gen Z (43%) from enrolling in learning programs, suggesting that even motivated learners are hitting emotional capacity limits.
One telling stat: 20% of professionals have had to use vacation, sick days or unpaid leave just to attend classes or exams. That’s a red flag for employers aiming to support learning without overloading their teams.
Despite the availability of perks, only 32% of professionals feel their employer actively supports educational development. And 37% say the talk doesn’t match the action — their companies mention learning in mission statements but fail to provide meaningful support in practice.
Why growth matters for retention
When learning stalls, so does loyalty. 49% of professionals say their current job doesn’t offer enough growth opportunities, with 34% of millennials and 32% of Gen Z feeling particularly stuck.
The ripple effect? 42% have already quit a job due to lack of growth, and another 34% expect to do so, with half planning to leave within the next year.
In industries like tech and healthcare, the churn risk is especially high. Over 50% of tech workers planning to leave due to limited learning opportunities expect to exit within a year. That signals trouble for sectors already facing talent shortages.
When asked why they felt growth was stunted, most pointed to lack of employer support for continued education (71%) and resource constraints like time or staffing (60%). Mentorship was another missing piece: 33% of respondents said they lacked guidance or direction in their career path.
What marketers and HR leads should know
Whether you're leading a marketing team or shaping internal culture, here are four things worth noting:
1. Learning perks need visibility and structure
Having a tuition program buried in the employee handbook doesn’t cut it. Leaders need to actively promote these offerings and make them easy to access.
2. Upskilling can’t be one-size-fits-all
Short-term certifications may appeal more to Gen X, while Gen Z might want full-on degree support. Design options that reflect the real diversity in learning preferences.
3. Retention and reskilling go hand in hand
If half your team is thinking about quitting for growth elsewhere, investing in internal learning pathways isn’t a nice-to-have — it’s a survival strategy.
4. Burnout is a barrier to learning
Overworked teams won’t engage in optional training. Make room in workloads and set realistic expectations if you want people to actually take advantage of upskilling programs.
YSU’s findings are a wake-up call: most workers want to learn, but too many face systemic and personal roadblocks. Employer support, while present in some industries, isn’t widespread or consistent enough to meet rising demand.
For marketers, HR teams and people leaders, the message is clear: support learning with real investment, not just lip service. In return, you might just keep your best people a little longer and help them grow in the process.
