Can a career coach help get your career back on track? Ask HR

Johnny C. Taylor Jr. tackles your human resources questions as part of a series for USA TODAY. Taylor is president and CEO of the Society for Human Resource Management, the world's largest HR professional society and author of "Reset: A Leader’s Guide to Work in an Age of Upheaval.”

The questions are submitted by readers, and Taylor's answers below have been edited for length and clarity.

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Question: I feel like my career has plateaued. There seem to be little or no promotion opportunities from my current position. Should I speak with HR about my options? Is hiring a career coach a safe option? If so, what should I look for in one? – Alisa

Johnny C. Taylor Jr.: To break through a career plateau, keep an open mind, continually explore your options and be flexible. Before turning to a career coach, speak with HR first. While there may not seem to be promotional opportunities, expressing your readiness to advance in your career provides HR with valuable insight into your interests and goals. With career advancement on your radar, hiring a career coach is a good and safe option. To best prepare, you should identify your career objectives. Knowing where you want to go in your career and why will provide insight as you weigh your options.

If remaining with your current employer is a priority, speaking with HR may uncover ways to expand your work experience. Your employer may even offer stretch assignments or job enrichment opportunities outside of your current role. Both can build and broaden your workplace competency and knowledge. However, if you’re focused on ascending the corporate ladder and strongly considering leaving your job to do so, hiring a career coach may indeed be the logical choice.

There are several aspects to consider before hiring a career coach. Start by researching the coaches’ backgrounds and credentials. Make sure they are a good fit for your industry and career aspirations. Once you’ve narrowed down the list, interview them. Inquire about their experience, success rate and certifications.

It is also important to speak to other individuals who have been their clients. Probe those clients about their involvement with the coach and the impact it had on their career advancement. The right coach can assist with developing career strategies and creating a powerful and effective résumé. They will also help refine your interviewing and negotiation techniques to help you find the right position.

Remember, as you explore your options make sure they align with your career objectives. They will be invaluable as you plot your career path. Best of luck to you.

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Q: I am seeing employers like Amazon and Chick-fil-A offer to pay tuition to recruit workers into their low-wage positions. I am concerned with the strings attached or limits. Are employers' tuition payment programs worth considering? – Traci

Taylor In today’s competitive job market, tuition payment programs are seen as an effective recruitment and retention tool. However, there are some limits to be aware of and perhaps some strings attached depending on the company’s policy. Some employers will require the employee to stay with the company for a specific time period after receiving assistance, otherwise, the employee may be required to pay a portion of the benefit back to the employer. Additionally, there is usually a limit on the amount of tuition assistance an employee may be eligible to receive each year.

Offering educational benefits may be attractive to workers who plan on or are currently attending college. For an employer, it acts as a recruitment incentive that could enhance worker retention and engagement as well as drive down turnover and recruitment costs. As companies help employees fulfill their education goals, they are also helping the communities where they do business.

Companies can set up an educational assistance program where they pay for employees’ educational expenses or offer student loan repayment assistance benefits. If they meet certain requirements, the amount paid by the employer is tax-deductible for the company and not considered taxable income for the employee. Under the plan, employers can provide up to $5,250 per year in tax advantage educational expenses; however, the organization is not obligated to offer the full amount. Many companies require employees to first apply for federal financial aid, which potentially lessens some of the financial costs and the employee’s financial needs.

For employers, investing in students and communities will ultimately provide a bigger benefit than simply drawing applicants to their door. For employees looking to attend college, this offers an opportunity to reduce their tuition burdens and maximize their employment benefits. Under the right circumstances, tuition payment programs can be a win-win for both parties.

This article originally appeared on USA TODAY: Is hiring a career coach a safe and good option to advance a career?