In a recent blog, we noted the importance of measuring the impact of learning and development (L&D) once a company has completed the training. The training aims to create an engaged and efficient workforce that generates profitability for the overall business. And metrics help determine the effectiveness of learning and if behavior has changed.
Tracking this is not always easy. However, we have created a straightforward approach to guide companies in establishing key learning metrics when tracking the success of their learning programs.
Key Learning Metrics
1. Begin with the end in mind.
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- Complete a discovery to identify what business outcomes you are working to achieve.
- Any learning initiative needs to be linked to a strategic business outcome because changing behavior is how you change results.
- Identify what is currently happening that indicates a need for learning (e.g.) high turnover and high absenteeism can be a result of inconsistent leadership practices; a lack of candidates to promote for succession planning can be a lack of skill development.
- Once you know what outcome you want to achieve, this will drive the deliverables of learning.
2. Identify acceptable evidence of success.
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- What will success look, and sound like after the learning initiative?
- Discuss options with key stakeholders to ensure their buy-in.
- What you seek in behavior change will also impact the learning plan.
3. Establish key measures and learning scorecards.
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- What leading indicators do you plan to influence through training?
- Outline how the learning will contribute to these metrics.
- Identify how the direct manager will be involved in assisting and observing behavior change.
- What are the habit changes learners will implement?
4. Plan learning experience and instruction
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- How will the learning reflect the user’s world in the areas that require change?
- Customize content to suit the language, stories, and examples learned in discovery.
5. Create learning transfer.
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- To ensure behavior changes, create a strategy for participants to practice and apply the learning.
- Align practical application of the learning to current job responsibilities and create new patterns of success.
- Ensure check-ins on the habit builders learners are implementing.
6. Track results.
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- Report back to the organization the qualitative and quantitative results achieved through training.
- Ensure supporting roles continue and provide guidelines to keep learning applications on track.
Contact us for more details on how to implement these steps to establish learning metrics to track business results.
