Many businesses understand the value of providing support and resources to benefit the on-going learning of their team.

Yet, despite this some employers continue to resist the idea of investing in their employees' professional futures.

This is evident when it comes to the payment of crucial education opportunities such as continued professional development (CPD).

Instead of providing educational opportunities for staff, some managers prefer you to take responsibility for your own CPD.

If this is you, how do you have a conversation with your employer about CPD?

Why CPD is important?

Let's start with the basics. By its very definition, CPD can support you in your career, equipping you with the knowledge and skills required to stay up to date in your industry. These new skills allow you to perform your role at a higher level by improving soft skills, technical knowledge and staying up to date with technology trends to provide holistic solutions to your clients or business.

How to ask your manager to invest in your CPD

Depending on the working relationship with your manager, discussing topics such as paying for CPD can be difficult, though not impossible.

If it is not timely, organise to discuss your CPD opportunities with your manager at your next one-on-one catch up.

Before your meeting, make sure you are prepared with the CPD details and how it will bring value to both you and your clients or the business.

One objection your manager may have about CPD is the time away from work. Many CPD education opportunities are now available online and in various formats and platforms, meaning less time away from your desk.

If there is pushback, mention (where appropriate) the online learning would mean no travel or associated accommodation costs.

Alternatively, if a face-to-face CPD would provide more benefits you could mention how the course would provide a great networking opportunity.

Your manager may be open to networking where you can learn and share business ideas with like-minded professionals.

Where possible, organise your discussion with your manager well ahead of the course start date.

This will not only show your manager you are thinking long-term but also allows your employer to allocate funds to education and potentially create a structured discussion for future CPD opportunities for all staff.

Why your employer should pay for your CPD

By paying for CPD your employer is not only satisfying your professional competencies but, ultimately your business needs.

Employees who are given continued training as part of their workplace will feel valued and relish putting their new learnings into practice.

An employee who is satisfied in their job is also more likely to help with problem solving, morale and remain loyal, limiting any staff retention concerns.

Why CPD isn't all about the cost

An employee who is across the latest industry changes, be it tax law or legislation, can be a crucial asset when it comes to your bottom line.

For many organisations, CPD is not just about the value of technical and soft skills, it also helps them stay ahead of their client's or business needs.

A manager who dismisses CPD as too costly and too time-consuming is missing the bigger picture.

The cost of CPD in terms of time resources pales in comparison to a business being up to date with industry changes and the satisfaction of learning new skills to perform at a higher level.

From a bottom line perspective, anyone would be less inclined to work with a business that is out of touch.

Now that we've covered the benefits of on-going CPD and why it's worth your employer paying out for them, it's now time to prepare yourself with the CPD opportunities for the year and book that meeting with your manager.