Investing in employee education pays off. Starbucks knows it. So does Chrysler. And 60 percent of companies offer post-secondary benefits, either partnering with a higher education institution, offering financial support, or reimbursing employees for tuition. How exactly do companies benefit from providing more educational opportunities for their employees? In partnership with the Lumina Foundation, Cigna recently published an in-depth study on their Education Reimbursement Program, and the results are positive. Cigna earned back every dollar spent on employee education and saved an additional $1.29 to boot. Salaries for entry-level and mid-management employees grew by 43 percent over three years, promotions increased by 10 percent, internal transfers surged by 7.5 percent, and turnover fell by 8 percent. Incredible as the outcomes are, Cigna hasn’t stopped there. They used the study’s results to fine-tune their program, assigning advisors and mentors to support participants, looping in managers on learner progress, and increasing the amount of financial support. Jamie Merisotis, CEO of the Lumina Foundation, said, “Not only is it the right thing to do for their employees, it’s literally financially rewarding for the company to do.” Indeed.