How To Approach Your Employer For A Training Budget

It’s one thing making the decision to develop yourself on a professional and mental level. It’s another to approach your employer and ask them to invest in this training for you.

We get it, it’s a scary idea. But if you know how to bring up the topic, you’ll get past that initial fear and boost your chances of the higher-ups approving a training budget. 

Here, we tell you how to go about it.

Work up the courage

Of course, this is easier said than done. But remember, you’ve already gained the confidence to believe you can develop yourself – all you need to do now is build the confidence to actually talk to your employer. 

The worst thing they can do is say no. Then again, they might fully support you. You won’t find out unless you ask the question.


Do your research

Before you approach your employer, look into their policies; they could already have a stance on training budgets. If they explicitly state they don’t offer it, then, realistically, it might not be worth the request. Or, they may only cover certain types of training – this could give you some valuable pointers on how to persuade them to approve yours. Alternatively, there could be no policy in place whatsoever, which means it might still be worth a punt. 

You can also ask HR before you speak to your employer. See if there have been any past instances of the business paying for training, and the rationale behind it.

Build a compelling case

Understanding whether your company has previously invested in an employee’s development is also useful because it can be used as leverage. You can present several great reasons for the business to invest in your training – not least what the other employee went on to achieve, but also how the specific knowledge and skills you’ll gain will benefit the business.

ROI is another compelling argument, as facts and figures provide a more tangible reason to approve a training budget. Explain how this is achieved in the long term, too, as your employer may need help looking beyond the quick wins. It’s also worth noting that they may be hesitant if you’re not currently meeting your KPIs, so you might have to relate the benefits of training back to how it’ll improve your performance.

Choose the right course

When submitting your case, maximising your chances of approval is key. This means you need to pick the right course – for both you and the business. For instance, how much will it interfere with your job? Your employer may not be keen on you taking time off. When is the training? If it’s held during the organisation’s busiest time of year, they’re a lot less likely to approve it.

How flexible is it, and what is the cost? Presenting the least expensive course won’t necessarily swing things in your favour. Take Six Sigma, for example – after finishing our programme, manufacturers often comment on its value for money. A few attendees have even completed other, cheaper Six Sigma training, but found it wasn’t exhaustive enough to be worth the investment. Draw on the training provider’s reputation and experience to help seal the deal.

Comprehensive training with The Manufacturing Institute

Our programmes come highly recommended and have received a wealth of positive feedback – from our leadership and lean courses to our MSc in Manufacturing Leadership

We’d be more than happy to share a few testimonials, or answer any questions you may have, to help you present a fantastic case to your employer. So, if you’re looking to level up your knowledge but just need to secure the budget, .

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