Opportunities for financial backing and assistance

Why Employers Often Reimburse

Discover why employers often reimburse our programs and how you can approach this

1. Employers benefit from effective and motivated employees who feel good about themselves. Your well-being is important to your employer and a key argument for investing in coaching.
2. Employers often reimburse if you can align your goals with the needs of the organization. It is wise to look at the organizational goals and think about how your personal development can contribute to them. For example, if you often feel insecure and find it difficult to address others’ behavior, you can set a goal to be more visible within the organization and communicate more effectively with colleagues.
3. Do you already know that you want to leave your job due to dissatisfaction? And therefore do not want to ask your employer for reimbursement? Consider that coaching helps to make good choices and gain the right insights. This is beneficial for both you and your employer. Coaching can ensure a smooth transition and clarity, ultimately saving time and costs for the employer. It also strengthens the employer’s reputation as a good employer, improves work relationships, and there is often already a budget for it, so make use of it.
4. For organizations, the costs of development and training are often (partially) tax-deductible. What seems like a lot is actually manageable for a company. Gross/net is very different for companies than for individuals. Coaching is a business expense and therefore deductible under various schemes.
5. Ask around among colleagues if they have ever used the training and/or development budget. You may think you are the only one with such a wish, but it often turns out that a large part of your colleagues has already gone through a coaching program.
6. Emphasize your motivation. You can do this by indicating that following a development program will increase your motivation for your work. Motivated employees are not only happier but also make the organization function better. You can also show your motivation by suggesting to conduct the coaching sessions in your own time. This way, both your employer (by financing) and you (by investing time and energy) invest in your development.
7. Do you see coaching as a weakness or problem? By making a coaching program discussable with your employer, you show that you are proactively working on your development. You demonstrate responsibility and leadership and invest time and energy in your professional contribution to the organization. The costs for an organization are often much higher in case of absence or illness if you do not request a coaching program now. By drawing attention to coaching, you can involve your manager in solutions that benefit both of you.
8. Many people hesitate to ask their employer for reimbursement because they think it is a personal issue and falls outside their work. But did you know that it is relatively inexpensive for your employer to pay? Moreover, you can set development goals that benefit both you and your employer.
9. Future-oriented organizations know that an open coaching culture is essential. The costs are minimal compared to the benefits for their employees. Companies are happy to invest in coaching because of the great return on investment.
10. People and organizations that experience the benefits of coaching profit in many ways. It improves interpersonal skills, stimulates creative thinking, improves conflict management and team behavior, and helps achieve personal career goals. This makes companies attractive workplaces. It is logical that companies invest in coaching.
11. People and organizations are constantly evolving. Work takes up a large part of our lives and forms an important part of our identity. Therefore, coaching during the workday has the most effect. It is logical that coaching is reimbursed by the company.
12. Coaching is often used to solve a problem, but it is better to focus on strengthening qualities and possibilities. This is beneficial for both the employee and the employer. Many employers have budgets for personal development programs. This is good employer practice. It is a shame not to use this as an employee due to guilt or shame.
13. “Many coachees experience the same as you: that it is a personal issue outside of work. But for your employer, it is often cheaper to pay than for you. Together we can set development goals that you want to share with your employer. Nothing is shared without your consent.”
14. The employer always (indirectly) benefits from a coaching program. This can happen in two ways: 1) After the coaching, the employee is more engaged and delivers better work. 2) The coaching confirms that the employee is not in the right place, allowing the employer to find someone who fits better and works more effectively. This ultimately yields more.
15. Are you afraid of being sidelined if the employer is not satisfied with your role or performance? In a coaching program, we focus on optimal functioning, sustainably overcoming pitfalls, and conducting more effective conversations with supervisors and colleagues. This helps both you and your employer. All parties benefit from a coaching program.
16. Understand the “oil spill principle”: if one team member exhibits new, more effective behavior (such as working more task-oriented and communicating more clearly), the whole team benefits. Colleagues often adopt this behavior.

Start Your Development Program Faster

You can arrange reimbursement from your employer by getting a quote approved. After approval, your program starts. To quickly prepare a quote for your employer, you can take the following steps:

1. Conversation with your employer: Ask your employer if there is a budget available for personal development and what this budget is. This way, you have immediate clarity about your available resources, and the coach/psychologist can quickly prepare a quote.
2. Formulate goals: Formulate your goals for the quote in a way that also benefits your employer!
3. Required information: Make sure you have the following information at hand:

• Chamber of Commerce number and/or company details (Chamber of Commerce preferred)
• Billing details, e.g., cost center, PO number, or invoice reference
• Contact details of the decision-maker for the quote
• Contact details of HR / P&O or L&D
• Available budget