According to a recent study by Deloitte, 85 percent of HR and business leaders ranked learning and development as a top issue, up from 70 percent last year. Clearly, development is on leaders’ minds. But making the case for yourself can sometimes be tricky — perhaps your company has put training on hold for awhile or your department’s budget has been cut this year.

If you want to make a business case for your boss to pay for training, you need to answer two key questions:

  • How will this benefit the organization as a whole? You must be able to justify this investment as one that will help you do higher-value work than you do now and that also meets one of the company’s critical needs. Tie your case to specific strategic objectives for the company or your team if you can. Rarely will it be enough to just say you’re interested in learning something new.
  • How likely are you to stick around once you get this training? Your employer needs some level of reassurance that they aren’t going to spend that money just to watch you take your knowledge elsewhere in six months. Of course, there are no guarantees either way, but you’re more likely to get a “yes” if your boss feels confident you’re planning to stay with the organization for the foreseeable future.

Your manager will also want some specifics about the training you want to pursue — how much time it will take and the cost, for example. Do some research to make sure this is the best way to develop the skills you want. For example, are you sure you need to go to the expensive university program? Or is there a cheaper option that could offer an equally useful certificate program? Never request $5,000 for a class where a $50 book or $500 vendor-sponsored conference would do.

What if the boss says ‘no’

“No” can mean a number of things. You might not have made your argument very clearly, in which case you need to double-check your research and ensure you understand your company’s strategic focus and your role in it. On the other hand, you may have made the case well, but your training just isn’t a priority to your boss — or her boss.

Take your cues from your boss when it comes to asking again. If it’s a firm “no,” drop it. If she leaves the door open for discussion, ask for clarification on the company policy for training. You may also want to consider taking on some of the cost yourself, especially if the training is pricey and not 100 percent tied to your current role. Finally, it may be that this is your sign it’s time to look elsewhere.

Continued training can be valuable, but it’s important you’ve demonstrated some kind of ROI from the last training the company invested in before you ask again. In the meantime, there can be plenty of value in free stuff. Read your industry trade publications and check out webinars. You may need to make an investment in yourself first.

Emily March profile image
Emily March Career Advice Writer

Emily March is a career advice writer and visual content creator who empowers job seekers to take control of their career paths using Monster’s comprehensive job search and resume tools. She specializes in creating engaging and informative career content.

See More From Emily March