In your opinion, what method is most effective at familiarizing leaders who are new to the organization with the company’s culture and leadership values?

Reimagining Tuition Reimbursement to Attract and Retain Talent: We are exploring ways to evolve our tuition reimbursement benefit as part of our broader talent strategy. Currently, we offer up to $5,250 per year, and we’re asking ourselves is that enough.  As we think about how to better support employee development and stay competitive in attracting and retaining top talent, what does your organization offer in terms of tuition reimbursement or education support? Have you made recent changes to your program that improved engagement or retention? Any insights, lessons learned, or creative approaches would be incredibly helpful.